Benjamin Mena

Need to hire? We can help! - Headhunter - Managing Partner

🎯 Having a tough time hiring for your Government Contracting Executive Team or GovCon AI teams?  There are way more openings than there are people to fill.  The top level talent your team needs are not even looking at your jobs ads. ** CLICK BELOW TO SEE MORE **

We understand how competitive the market is for top talent and how your career as a leader is impacted by the ability to attract and retain top talent.  

My name is Benjamin Mena, and for 15 years, I've built Data Science and Cyber Security teams for global Top Secret National Security programs.

Finding and attracting top-level people for our commercial sector is mission-critical. I know how right hire at the right time is vital for your team's growth and success.

SERVICES FOR CLIENTS AND CANIDATES 
💥 Executive Retained Search (C-Level, VP, Director)
💥 Direct Hire Search
💥 Employer/Candidate Value Proposition Development

Myself and my team are ready to help you 

🎯 To book a no-obligation, 15-minute Client Strategy or Candidate Career Call: https://calendly.com/benjaminmena
🎯 Email: Benjamin@selectsourcesolutions.com 
🎯 Phone: 703-297-8574

The Elite Recruiter Podcast Host

The Elite Recruiter Podcast is the number one podcast for recruiting professionals.

This is where the top recruiters share: How they got there. What kind of work did it take. Tips, Tools, and Tricks. The Mindset needed to get them to where they are. What they are doing with their success. Goals and visions for the future. So please join me on this journey as I interview some of the best in our industry

https://pod.co/the-elite-recruiter-podcast

Been in this game for 2 decades... 

Alot has changed...  But at the same time, the fundamentals have not.

Feel free to follow Benjamin Mena

I wonder how many recruiting companies have been started because of a bad manager.

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20 years ago.  I got hired as a recruiter...  What a WILD ride its been.  

Here was the comp plan!   What was yours when first started?

I had to join the trend…

Go to ChatGPT and use this prompt:

"Create a caricature of me and my job based on everything you know about me."

(I added my LinkedIn profile url for reference).

Totally copied Stephanie Holman, M.Ed 🦄on this trend! 

Add yours in the comments.

Most recruiting firms never break $10M.

Not because of the market.
Not because of candidates.
Not because of AI.

But because the leader becomes the bottleneck.

I’ve spent the last few years interviewing top billers, firm owners, and operators who’ve actually scaled past $10M.

And there’s a pattern no one wants to talk about:
• The firm relies on 1–2 rainmakers
• Sales “training” doesn’t change behavior
  Everything runs through the owner
• Growth feels chaotic instead of repeatable

In my latest podcast episode, we break down the 4-part framework elite recruiting firms use to scale without burning out or blowing up culture:

→ Strategy
→ Structure
→ Staff
→ Skills

This isn’t theory.
It’s what firms crossing $10M and $25M are actually doing differently.

If your firm feels stuck at $5–10M…
or you’re tired of being the hub for every decision…
This episode will hit uncomfortably close to home.

🎧 Listen here: [link in comments]
Honest question:

What do you think is the real reason most recruiting firms stall?

Thank you to Atlas - the Recruitment Platform for helping this episode with Shad Tidler come together! 

Also 30 Day BD Challenge kicks off Feb 9th... Hit me up for more details.

AI is quietly turning honest job seekers into liars.

Use AI in your job search.

But be very careful with tools that auto‑create a new resume and auto‑apply for you.

Last week, I had multiple conversations in a row with candidates who had no idea what certifications were listed on their own resumes.

The AI had invented credentials and experience that didn’t match their background at all, and they only found out when I asked them about it.

I’m not auto-rejecting people for using AI.  

I encourage it! 

But I do understand why some companies are starting to use tools to filter out obviously AI‑generated, auto‑applied resumes so they can focus on real applications. 

If you’re using AI:
 - Read every line before you send it
 - Delete anything you can’t explain in an interview
 - Make sure your resume still sounds like you

Have you already caught AI adding skills or certifications you don’t actually have to your resume?

Thanks for sharing this Shanique J. and Kevin Appiah for sharing this with me.

Co-Founder of Zamari AI | UGC Creator | Career & Hiring Insight Writer | Mental Wellness Advocate | Future of Work Voice

This is the state of hiring in 2026.

I just came across a job posting where, buried at the very bottom, the employer added a line instructing applicants to include specific random words (like “parrot handling” and “hippopotamus”) in their application.

Why?
To catch anyone using AI tools and automatically filter them out.

And honestly… that says everything.

Hiring has turned into a quiet arms race.
On one side, candidates using AI to get through hundreds of applications.
On the other, companies using AI to detect, flag, and discard them.

It’s no longer just about qualifications or experience.
It’s about whose AI is better at navigating the system.

The result?
Talented people getting lost in the noise, and a hiring process that feels more like a game of cat and mouse than an actual search for the right person.

I think one of the biggest debates EVERY recruiter has at least once in thier life.


For many recruiters.   

The debate happens many times across the career for some.  

Can’t I just do this on my own?
Should I quit and go solo?

It’s a philosophical question.
An economic question.
A self identity question. 

The question.  

Could I actually do it.   
Could I do it on my own?

But here is the thing. 

It’s NOT right for everyone. 

And not everyone should jump out on thier own. 

I know tons of recruiters that actually bill more and take home more money because they are working at a firm.  

But then there are others. 

Going solo is best for them. 

Have you ever had this debate?

Thanks to Atlas - the Recruitment Platform I went back and for with Mike Anderson.

If you want to check it out our deep conversation.  

Go it below and let me know your thoughts.

Get ready.... Mike Anderson is dropping tomorrow.

Round 2 with him.

He walked away from millions in billings.

On purpose.

Just a decision.

Mike Anderson was billing at a high level inside a big agency.

President’s Club.
Big accounts.
Brand name behind him.

And still…

He couldn’t shake the question:

“Could I do this on my own?”

Not for ego.

Not for Instagram.

But for control.
For time.
For identity.

Here’s the part most recruiters don’t talk about:

Going lone wolf isn’t about making more money.

It’s about finding out if your success is actually yours.

Or if it’s propped up by:
• The agency logo
• The delivery team
• The inbound leads
• The corporate infrastructure

That’s the uncomfortable question.

Because if you pull that away…

What’s left?

In this episode of The Elite Recruiter Podcast, we break down:
– The lie recruiters tell themselves before going solo
– How to know if your desk would survive without the agency
– The financial runway you actually need
– Why most people burn the ships too fast
– And when staying at your firm is actually the smarter move

This isn’t a hype episode.

It’s a reality check.

If you’ve ever quietly thought,
“I could build this myself…”

You need to listen to this one.
Part 1:
Burn the Ships: When Recruiters Should Go Lone Wolf (And When They Shouldn’t) 

Part 2 is dropping tomorrow.

Link in comments and thanks to Atlas - the Recruitment Platform for helping this episode of The Elite Recruiter Podcast come together. 

And I’m genuinely curious…

Have you ever thought about going solo?

Who are all the best recruiters that help hire the best recruiters?

Your brain is being A/B tested every time you open LinkedIn/IG/TikTok/FB.

And if you’re not intentional, the algorithm is running your career more than you are.

We like to think we choose what we see.

But the reality: algorithms are quietly choosing what we read, who we follow, and what we believe about our industry, our company, and even ourselves.

They don’t optimize for truth or growth.

They optimize for “what keeps you scrolling” even if that’s outrage, doomscrolling, or low-value content that never makes you better at your career.

Here’s the good news:
We’ve never had more high-quality content available for free, world-class operators on podcasts, deep-dive YouTube breakdowns, newsletters from serious professionals and journalists, and LLMs that can act like a personal tutor for almost any skill.

Same algorithms. Same platforms.
Two totally different outcomes:

- Passive addiction → manipulated mush.
- Intentional curation → a “bionic” brain and unfair advantage at work.

If you’re serious about your career in 2026, treat your feed like your diet:
- Unfollow accounts that make you angry but not smarter.
- Follow people and outlets that challenge how you think, not just how you feel.
- Pick one “anchor” news source you actually trust and read it deeply.
- Use AI tools as a thinking partner, not a replacement for thinking.

Most people will keep letting algorithms decide what goes into their head.

The outliers will build a cleaner “information stack” and quietly lap everyone else over the next few years.

Some people are much more bold in sending cold emails than I think I will ever be.

graphical user interface, text, application

Its the LAST DAY - The Bonus Day of the Sales and BD Summit!!!

Kicking off with Laurie Guillodo with a predictable Client Acuisition System 

Fan favorite Julian D'Angelo is back! 

Steve Gipson and Emily Blattel with the subtle shifts that can change results

Rebekah Brown Sharing the playbook for top recruiters

CJ Tufano with live BD walkthroughs 

and Tom Rauch showing you how to build your own AI tools that actually close deals.

Dont miss out on this last day!

On paper,
most recruiters sound exactly the same.

• Same resumes
• Same client pitches
• Same “relationship-driven” language

Different logos.
Same message.

And AI is about to expose that.

That hit me hard during this conversation.

Because most recruiters aren’t bad at what they do.
They’re just invisible.

Not because they don’t care.
Not because they don’t work hard.

But because the way they describe their value
sounds exactly like everyone else.

And AI doesn’t care who said it first.

In this episode sponsored by Atlas - the Recruitment Platform, Jacob Stripling helped me put words to something I’ve felt for a while:

Speed used to be the advantage.
Now it’s the baseline.

Anyone can move fast.
Anyone can source.
Anyone can automate.

The only real advantage left is depth.

We talked about a simple framework that explains why:

Some recruiters talk about relationships.
Others prove them.

Some say culture matters.
Others make decisions that cost them something.

When you move past what you say…
past what you claim to value…

and into what you’re willing to sacrifice —

That’s where differentiation actually lives.

That’s the tier AI can’t touch.

This episode isn’t about tools.

It’s about why transactional recruiting is breaking — and what replaces it.
🎧 How Elite Recruiters Win in the Age of AI (The 4-Tier Differentiation Framework)

If you’ve ever felt like:

“I’m doing the right things… but still blending in”

This conversation will hit home.

Curious — what do you think actually separates great recruiters right now?

Also don't forget to sign up for the 30 Day BD Challenge in The Elite Recruiter Community.  Kicks off Feb 9th.

Mike Anderson shares a bold, human-first LinkedIn strategy, using voice notes to cut through AI, spam, and cold outreach to win new clients.

Tune in to the latest episode of The Elite Recruiter Podcast, sponsored by Atlas - the Recruitment Platform!
Now streaming on all podcast platforms! Links are in the comments!

There are recruiter trainers.
And then there’s the Godfather.

Before LinkedIn.
Before AI sourcing tools.
Before “growth hacks.”

There was Steve Finkel

The man who trained the trainers.
The frameworks behind thousands of top billers.
The closing psychology most recruiters think they know… but don’t.

For decades, his systems have quietly powered search firms doing millions in revenue.

And now…

Both full YouTube episodes are live.

Part 1: Why most recruiters lose offers (and don’t even realize it).
Part 2: The advanced closing frameworks from his latest book Closing For Recruiters.

If you’ve ever:
• Lost a deal at the finish line
• Stalled at a 70–75% acceptance rate
• Felt like you’re “doing everything right” but something is missing

This is the missing piece.

AI can source.
Internal teams can screen.

But closing?

That’s still the moat.

And Steve breaks down:
 – The College Professor Close
 – Fear-of-Change psychology
 – How elite recruiters add 30–50% more billing
 – Why most recruiters train on the wrong parts of the job

I’ve interviewed a lot of heavy hitters on The Elite Recruiter Podcast.
This one is foundational.

If you’re serious about becoming a rainmaker instead of a resume pusher…

The episodes are finally live on YouTube.

Drop “CLOSE” below and I’ll send you the link.
(Or you can find the links below)

Let’s make this your biggest billing year yet.

Thank you Atlas - the Recruitment Platform and Recruiters Websites for helping make this episode possible.

Claude Code or Loveable will be to replace all your SaaS tools… says every single post right now. 

Anyone else go down the rabbit hole?

Not going lie.  

This stuff is insane.   

But it’s good for simple stuff at the moment.  

You’ll spend more time and money (time is money) fighting it right now than buying a SaaS product.

It’s still fun though. 

Back to my late nights telling Claude it’s broke and I don’t have a clue how to fix it.

AI agents have now built a platform to hire humans in the real world to do the things the AI agents can't do...  

This Claudbot/Moltbot/ Whateverbot story just keeps getting crazier... 

The AI Agents have created an actual recruiting company...

We start at 3pm ET today.

The 30-Day BD Challenge inside the Elite Recruiter Community is officially kicking off — and if you’ve been meaning to level up your business development, this is your moment.

👉 2 tracks (build or scale)
👉 Daily structure and weekly check-ins
👉 A private community that keeps you moving
👉Focused on the habits of the work that you need to win

If you’ve been letting BD slide...

Or if the summit got your wheels turning and you’re ready to execute...
This is for you.

It’s free for community members.

You can cancel anytime, just DM me in the group.

We go live at 3pm ET.

Let’s get to work. 👊

[Link to join the Elite Recruiter Community below]

Jacob Stripling explains that the real value of great recruiters lies in genuine care, helping candidates recognize the “gold mine” of value they already have but can’t yet see.

Tune in to the latest episode of The Elite Recruiter Podcast, sponsored by Atlas - the Recruitment Platform!
Now streaming on all podcast platforms! Links are in the comments!

𝐌𝐨𝐬𝐭 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐝𝐨𝐧'𝐭 𝐡𝐚𝐯𝐞 𝐚 𝐡𝐢𝐫𝐢𝐧𝐠 𝐩𝐫𝐨𝐛𝐥𝐞𝐦 - 𝐭𝐡𝐞𝐲 𝐡𝐚𝐯𝐞 𝐚 𝐬𝐲𝐬𝐭𝐞𝐦𝐬 𝐩𝐫𝐨𝐛𝐥𝐞𝐦.

After 20 years as a Marine, I learned that retention isn't luck.

It's discipline, clarity, and accountability. 

I've spent 5 years in agency recruiting watching everyone charge a fortune and deliver mediocrity.

So, I built something different.

ALAC works with deep-tech and defense companies who are done pretending contingency recruiting works.

𝐇𝐨𝐰 𝐰𝐞 𝐰𝐨𝐫𝐤:

→ Search – One critical hire. We find them fast.
→ Embedded – I join your team. Fixed cost. 
→ Outsource – Hand me the keys. I run everything.

𝐖𝐡𝐚𝐭 𝐰𝐞'𝐯𝐞 𝐩𝐫𝐨𝐯𝐞𝐧:

→ 50% faster hiring (45 days, not 90)
→ 95% hiring manager approval to interview
→ 94% retention at 2 years

I don't fill roles. 

I build systems that don't need babysitting.

Scaling and sick of recruiter promises? 

Send me a message.

Adrian Munoz

I don't micromanage my remote team

pick up the kids, make a coffee, take a walk, I don't care

I manage outcomes and productivity 
not hours in a chair

if I have to watch someone work to make sure they're working

I hired the wrong person.

the fix isn't better surveillance 
it's better selection

I hire people I trust 
not people who need constant observation

#deeptech #aerospace #space #defense #recruiter

20-yr Marine → Deep Tech & Defense | Active Clearance | Helping Pre-IPO Teams Hire Leaders Who Stick | Founder @ ALAC

your A-player is going to quit at month 17

I can tell you exactly why

I've spent 20 years figuring it out and I finally wrote it down

instead of a doctoral degree, I wrote a book 
50 pages - you'll finish it on a flight

no, ChatGPT didn't write it for me 

yes, my wife has heard about it 4,000 times 
yes, she's still married to me (barely)

April 2026

stay tuned or don't 
I'll probably mention it 4,000 more times anyway

DM me "retention" for early access

#deeptech #aerospace #space #defense #recruiting

that senior IC you've been trying to hire for 6 months just got a LinkedIn message from a company that raised $100M in less than a year

Northwood didn't just raise $100M.
they just started hiring your next senior IC.

Series B
less than a year after their A
$50M Space Force contract included

here's what nobody's talking about:

everyone in space is racing to put things in orbit
more satellites, more constellations, more launches

but there's a problem:

you can't pull the data back down at scale
legacy ground stations are oversubscribed and built for a different era

Northwood is building the infrastructure layer everyone else is pretending they don't need yet

phased-array ground stations
the plumbing of the new space economy

and that creates a very specific hiring problem:

the engineers who can build this (RF, systems, phased-array design) are some of the scarcest humans in defense-tech

we're talking a national talent pool you could fit in a mid-size auditorium

so here's the math every space-tech founder should be doing right now:

- they just got $100M to recruit from the same pool you're recruiting from
- they have a $50M government contract that signals stability and mission.
- they're going to move fast.

if you're building anything adjacent (satellite ops, comms, ground systems), your candidate pipeline just got thinner

not next quarter

this week

#deeptech #aerospace #space #defense #recruiting

20-yr Marine → Deep Tech & Defense | Active Clearance | Trusted by Founders, Investors, and Hiring Leaders to Build Teams That Stick

your talent pipeline isn't a recruiting problem

it's a national security problem

talked to an SVP of engineering last week
90 days into the role, already frustrated

his words:

 "maybe 20-30% of the resumes I get from agencies and our own TA team are even worth a conversation"

not a hire
not a final round
just worth picking up the phone

this company supports special operations

30+ open engineering reqs
7 out of 10 submissions are dead on arrival

here's the math no one wants to do:

average defense-tech time-to-fill: 70-90 days
cost of every empty seat: roughly $500/day in lost productivity
across 30 open reqs, that's $15K a day walking out the door

before you've even made a wrong hire
but the empty seats aren't the real problem

the real problem is what happens when the pressure hits:

deadlines close in
leadership needs progress
and the most dangerous phrase in defense hiring shows up:

"we just need someone in the seat"

that's not a hiring strategy
that's a self-inflicted wound

you settle
the roadmap slips
delivery timelines supporting SOCOM compress

and now you're behind on a program warfighters are depending on

not because of budget
not because of scope
because you rushed the people decision

and the people you rushed to hire?

the pattern is always the same:

month 12: they get bored
month 15: recruiters start calling
month 18: they're gone

now you're backfilling a backfill on a government contract with zero margin for error

here's what I've learned after 5 years in agency recruiting:

the best defense companies don't wait until they're desperate

they build talent pipelines 3 months before they need them
they maintain warm relationships with cleared professionals
they treat recruiting like mission planning, not crisis management

the companies struggling?

they post jobs when the pain is unbearable
they accept 7/10 unqualified submissions as "normal"
they wonder why retention is impossible

P.S. when warfighters depend on your delivery... 

"we just need someone in the seat" IS NOT acceptable!

#deeptech #defense #aerospace #clearancejobs #talentacquisition

you’re not losing candidates to competitors with better comp, you’re losing them to competitors who reply faster

4 critical roles
3 rounds of interviews
from contact to offer in under 2 weeks

the industry average? 70 to 90 days 

here’s the part that should make you wildly uncomfortable

if your time-to-fill is anywhere near that average, that’s not a pipeline problem

that’s a process problem 

and every day you’re slow is a day your competitor is closing

one company, one embedded partner, feedback loops in under 24 hours, and a TA team that operates like a unit

every stage of the pipeline is tight

nothing sits, nothing stalls, nothing dies in someone’s inbox for a week

no candidate is sitting in purgatory refreshing their email wondering if you forgot they exist

and, hiring managers returning scorecards the same day because they understand something most companies don’t: 

SPEED IS THE STRATEGY IN 2026

but here’s what surprised me even more

candidates who weren’t the right fit started sending referrals

competitors’ own people started referring talent our way

and the pipeline began feeding itself

not because of some employer brand campaign, but because people talk

CANDIDATES TALK

they tell their friends who got back to them in 24 hours and who left them on read for 3 weeks

4 roles
3 rounds
under 2 weeks

over $100K saved in recruitment costs alone

5+ years doing this and it’s the most efficient hiring operation I’ve ever worked inside of
and they’re not Anduril

your recruiting problem isn’t a talent shortage

it’s a speed shortage

that’s your marketing right there, you just don’t see it on a dashboard

#deeptech #aerospace #space #defense #recruitng

your interview process has 5 rounds and takes 6 weeks

your competitor's has 3 rounds and takes 2

guess who got their top pick?

#deeptech #aerospace #space #defense #recruiting

some roles have thousands of qualified candidates, but this search wasn't one of them

I got pulled in to find a Principal Space Systems Engineer for a defense-tech company building rapid custom spacecraft

but there were only a handful of candidates within driving distance who could do the job

the role required:

- an ACTIVE TS/SCI 
- architected and delivered defense/IC satellite systems
- deep knowledge of USSF and IC mission areas

that's not a job post you throw up and wait for applicants

and what made it harder?

the candidates who can do this work weren't on job boards
they were buried inside primes
inside programs they can't talk about

and, damn sure weren't browsing LinkedIn looking for their next move

so posting and hoping was never an option

it had to be 100% outbound

so I got to work:

- tapped my network, linkedin, emails, and cold calls
- reached into the primes and had real conversations about mission and velocity
- talked about what building looks like at a company shipping spacecraft - not managing PowerPoint

3 weeks later we shortlisted 2 candidates

both were approved to interview
offer went out and was happily accepted

most agencies would've sent 30 resumes and hoped 3 stuck
we sent 2 and closed the role

when your talent pool is measured in single digits (not thousands)...

the entire playbook has to change.

it's one of the hardest parts of defense-tech hiring and one of the areas I really enjoy solving.

#deeptech #aerospace #space #defense #recruiting

you've got recruiters, job posts, and budget, but you don't have anyone worth interviewing - that's crazy

spoke with an svp of engineering, here's their reality:

20+ open reqs 
half posted for 30+ days 
external "partners helping" 
only 20-30% of resumes worth a first call

and that's just sourcing
step 1 of 12 of the talent management process

you still have to book them
get them to show
screen them
inspire them to actually want the job
get to a shortlist of 3-5
run hm screens
tech screens
onsites
make the offer
survive the counter
get them to show up on day 1

most pipelines aren't leaking... THEY'RE BROKEN

the teams winning right now? they're running recruiting like a revenue org

candidate hits the ats 
same-day scrub
text, email, call within 24 hours
booked

outbound? hyper-targeted list + converting 20-25% into conversations

feedback loops in slack, next steps scheduled within hours, not days
closing great talent in 2 weeks or less

that's the new standard

if your average time-to-hire is more than 30 days, you're not competing
you're spectating

SPEED is the competitive advantage in 2026

the question is whether you're building for it or still waiting on that hm feedback from last Tuesday

#deeptech #aerospace #space #defense #recruiting

your competitor sells their mission
you sell your comp
that's why you're getting rejected

a hiring leader asked me recently why their offer got turned down

"we matched the comp. even went 10% over."

I asked what they pitched beyond money

"what do you mean?"

here's what most companies get wrong:

they think the offer is the pitch

IT'S NOT

by the time you send the offer, the candidate has already decided

the pitch happens in every conversation and interaction before that

here's what the best candidates actually evaluate:

- scope: am I building or maintaining?
- trajectory: where does this lead in 3 years?
- leadership: who am I working for?
- mission: does this work matter?
- autonomy: will I own decisions or execute someone else's?

money gets them to the table

everything else gets them to say "yes!"

the companies winning candidates right now do this differently

- pitch the problem, not the role
- show the candidate where they fit in the vision
- introduce them to the team before the offer

companies losing candidates

- lead with comp and hope it's enough
- send the offer and wait

your offer isn't your value proposition

it's the receipt after they've already bought in

#deeptech #aerospace #space #defense #executivehiring

you spent more time recruiting last week than doing your actual job and on one's talking about it

you've got multiple open reqs 
your internal recruiter is underwater
and the agency they brought in keeps sending candidates who aren't even close

so you picked up the phone and called an agency yourself

now you're managing the req AND managing the recruiter AND managing the interview loop AND still trying to ship product

here's the math no one wants to do

70-90 days average to fill a deep tech & role
every day that seat is empty costs you thousands in lost velocity

but there's a number nobody tracks

YOUR TIME

after 20 years building teams, I'll tell you the most expensive line item is always the leader who stopped leading because they were too busy recruiting

and here's the part that should keep you up at night:

- month 12: the person you finally hire gets bored, the initial challenge is gone
- month 15: recruiters start calling them, Linkedin is full of options
- month 18: they're gone and you're back to screening resumes on a 
Friday night

46% of candidates quit within 18 months

that's not a retention problem, that's a hiring problem

if you rushed the hire because you were drowning, you didn't save time

you borrowed it

the fix isn't you recruiting harder

it's a process where 90%+ of submittals actually deserve an interview so you're not wasting hours on candidates who were never close

#deeptech #aerospace #space #defense #recruiting

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