Hi, I’m Brian Fink — recruiter, talent strategist, and professional dot-connector.

For nearly two decades, I’ve helped startups, scale-ups, and global enterprises find the people who build the future. Whether it’s engineers architecting AI systems, marketers driving growth, or leaders defining culture, I specialize in recruiting top-tier talent that doesn’t just fill a seat — they raise the bar.

I’ve led searches for companies ranging from early-stage ventures to Fortune 100s, partnering directly with founders, execs, and hiring managers to close hard-to-fill roles. I believe great recruiting isn’t just about pipelines and platforms — it’s about business acumen, storytelling, and knowing when to challenge the status quo.

Outside of work, I speak on hiring trends, write irreverent essays about the recruiting world, and moonlight as my daughter’s biggest fan and loudest cheerleader.

Specializations:
► Data Science - LLM (Large Language Models), Generative AI, Python, Transformer, NLP, Deep Learning, Artificial Intelligence, Machine Learning, Conversational AI, Chatbot Development, Sentiment Analysis, Neural Networks, Computer Vision, Signal Processing, Hugging Face, and MLOps.
► Open Source - Python, Django, Flask, Perl, Scala, Go, Erlang, Haskell, Clojure, Node.js, Elixir, Clojure
► Cloud Technologies - Kubernetes (K8s/GKE/EKS/AKS), Terraform, AWS, GCP, Azure, RedHat, On-Premise Hardware

Brian Fink

As a Talent & People leader I driver high-performance, human-centered cultures that scale.

I partner with founders and executives at high-growth startups to build the systems, strategy, and storytelling that turn great teams into extraordinary ones.

Where I focus:
🔹 Designing scalable org structures and leadership frameworks
🔹 Building culture that drives performance (and retention)
🔹 Coaching leaders to lead through change with clarity and care
🔹 Translating business goals into people systems that deliver results

At my core, I’m obsessed with how humans work and how great workplaces make them better.

Outside of work, I’m a mom, volunteer, and lifelong learner passionate about gender equity in education and inclusive leadership.

#HRBP #PeopleOps #Startups #Leadership #GTM #WomenInLeadership #CultureBuilder

Brooke Neva Sullivan ️

5 projects that will make your HR work undeniable in 2026

1. The Weekly Impact Log
Every Friday, document one real outcome. A leader you coached through conflict, a risk you mitigated, a decision that protected culture or performance, a system you improved. By year end, you’ll have a clear, evidence based story of your value. This becomes promotion, scope expansion, or job search fuel.

2. Your People POV Library
Once a week, capture a short reflection from your work. Patterns you’re seeing with managers, signals from engagement or attrition, lessons from employee relations, change, or growth moments. Not content yet. Just thinking. By Q4, you’ll have a strong, strategic point of view as a People partner.

3. Ship One (likely more) Meaningful People Improvement per Quarter
Each quarter, design and deliver one tangible improvement. A better manager toolkit, a clearer performance framework, a hiring or onboarding fix, a leadership enablement session. Four quarters equals four visible proof points that you don’t just advise. You build.

4. The Weekly Gratitude Practice
Once a week, intentionally thank one leader, partner, or employee. Be specific about what you appreciated. Their partnership, judgment, follow through, or care for others. Over a year, this builds trust, strengthens relationships, and reinforces the kind of culture people actually want to be part of.

5. Build Visibility with Intention
Every week or two, share one lesson, insight, or belief about people and work. Internally or externally. A post, a note to leaders, a short reflection. Over time, this builds credibility and influence. People begin to associate you with clarity, empathy, and leadership.

Five projects. Simple. Human. High impact.
If you commit to these, 2026 could feel both more grounded and more meaningful.

Brooke Neva Sullivan 🌤️

People & Talent Leader @ Banyan | People-First | IDEA | HRCI

Hyperproof is seeking a Senior Vice President of Marketing
🏗️ This is a true builder role.

We are looking for a hands-on, data-driven marketing leader who wants to shape Hyperproof’s next chapter. Someone who thrives in scale-up environments, measures success in pipeline and revenue, and knows how to build durable systems, teams, and momentum.

This role partners directly with Craig Unger, Michael Johnson and Alam Ali to drive revenue impact, brand, and market presence. 

Who we are seeking;
A seasoned B2B SaaS operator who has built and scaled marketing at growth-stage companies
A leader who obsesses over metrics. Pipeline, conversion, CAC, NRR, and ROI
A builder who is equally comfortable setting strategy and rolling up their sleeves to fix lead flow, tooling, and execution
A leader of leaders who develops high-performing teams and strengthens cross-functional trust
A marketer who believes brand, demand, product marketing, and partnerships work best together
This is not a “keep the lights on” role. It is a chance to build, refine, and lead with impact.

If you or someone in your network is excited by building something meaningful and measurable, we would love to talk.

#hiring #jobopening #marketing #b2b #GRC

People & Talent Leader @ Hyperproof | People-First | IDEA | HRCI

taplio

The Battle

Brian Fink

Brooke Neva Sullivan ️

Followers

Posts

Engagements

Likes

Performance ScoreBrooke Neva Sullivan ️'s LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Brian Fink

Brooke Neva Sullivan ️

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Brooke Neva Sullivan ️'s LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreBrooke Neva Sullivan ️'s LinkedIn Performance