Joel Brody

Ethical Recruitment Leader | Mid to executive-level placement | Helping Qualified Candidates Grow Their Careers by Matching Them with Thriving Companies

Six months. That’s how long a construction firm searched for their next Director of Operations.

Hundreds of resumes. Dozens of interviews. Zero results.

When the CEO finally called me, he was exhausted. The business was growing, but without the right leader in place, he was stuck in the weeds, running operations himself instead of focusing on scaling the company.

Here’s what happened next: I clarified the role, tapped into my hidden network, and within six weeks placed the leader they’d been chasing for half a year. That hire streamlined operations, stabilized the team, and gave the CEO his time back.

This is what I do.
I help mid-market and growth-stage businesses—in construction, real estate, healthcare, and e-commerce—find the executives and senior managers who can turn chaos into clarity and growth into something sustainable.

Not by flooding inboxes with résumés.
Not by recycling candidates who happen to be “looking.”
But through our Right-Fit Recruiting Method™️: deep discovery, targeted headhunting, and cultural alignment that ensures leaders don’t just stick, they scale with you.

Here’s why clients come back:

8 years recruiting across industries that don’t tolerate mistakes

92% retention rate at the 12-month mark for senior hires

A reputation as a trusted advisor to CEOs and founders who are serious about growth

One client put it best:
“Joel didn’t just send resumes, he delivered the leader we’d been searching for. His process saved us months of wasted time and gave us the confidence to scale.”

At the end of the day, I’m not just a recruiter. I’m a headhunter.
I don’t stop until the right leader is in the seat.
I don’t just fill roles, I help companies build futures.

Outside of work, you’ll find me with my family and involved in my community. That same people-first mindset drives everything I do: relationships first, results always.

Looking to make your next senior hire the right one? Let’s talk about how we can find your perfect fit.

Executive Level Recruiter

You want the salary of a C-suite — with the mindset of a coordinator.

You told me:

  “I’m looking for 300K+.”

Then you:

• Complained about having too many meetings
• Said, “I prefer to be told what to prioritize”
• Asked about vacation policy before KPIs

That’s not executive behavior.

That’s entitlement.

You want the title?
Show up like someone who builds the ship — not someone waiting for the deck chair assignment.

Leadership isn’t about compensation.
It’s about capacity.

Stop asking for the top seat if you’re not willing to take the wheel.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Moshe Turned Down the Bigger Offer

We were down to two offers.
Moshe had one from my client, and another from a bigger competitor with more money and perks.

He took the smaller one.

When I asked why, he said:
“I’m not chasing the best package. I’m chasing the place where I can make the biggest impact.”

Within a year, he’d rebuilt the sales structure, opened two new territories, and doubled revenue.

The competitor? Still looking for the right person.

Lesson: Strong leaders choose impact over comfort — and it pays off for everyone.

—

I help companies attract leaders who care about building something that lasts.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

This makes my blood boil.

A candidate reached out this week — frustrated, embarrassed, and honestly, let down.

Here’s what happened:

A recruiter sent her to an interview with:
❌ No job title
❌ No job description
❌ No salary range
❌ No prep call

Just a calendar invite with a time and address.

When she asked about pay, the recruiter told her:
“Just ask for whatever you think is fair.”

That’s not recruiting. That’s negligence.

And it got worse.

The employer didn’t even know who he was meeting.
No context.
No background.
Just awkward silence until the candidate — my candidate — had to sell herself and rebuild trust that the recruiter should’ve built before she walked in.

The result?
She’s so good she turned it around and got the offer anyway.

But let’s be clear:
That doesn’t make the process okay.

It makes the recruiter look lazy.
It makes the company look sloppy.
And it makes candidates lose faith in the entire industry.

Recruiting isn’t:
🚫 Throwing resumes at open chairs
🚫 Sending unprepared people into rooms
🚫 Hoping someone sticks

Recruiting is:
✔ Respecting the candidate’s time
✔ Preparing both sides for success
✔ Protecting the reputation of the client

This industry has enough bad actors.
If you call yourself a recruiter, act like one.

Because when you cut corners, everybody loses.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Inflation Is Real. So Is Accountability.

Yes, inflation is squeezing everyone.
Yes, costs are higher.

But here’s the mistake I see:

Candidates using inflation as a reason to ask for more money —
without showing more value.

Inflation doesn’t make you worth more.
Your impact does.

The market is ruthless about this now.
Companies are asking tougher questions:

• How have you grown revenue?
• How have you lowered costs?
• What proof do you bring that you’ll pay for yourself in the first year?

If you can’t answer that, the number you’re asking for doesn’t matter.

—

I help companies cut through inflated asks and hire people who prove their worth.

This market doesn’t reward excuses.
It rewards execution.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The Market Isn’t “Tough.” It’s Different.

Everyone says hiring is hard.
But I see companies making offers every week.

The difference?
They’re not hiring the same way they did in 2019.

They want people who:
• Automate with AI instead of adding headcount
• Think in terms of leverage, not hours
• Bring fresh, modern skills that outsmart the team they’re joining

The market hasn’t stopped.
It’s just reset.

—

And if you haven’t reset with it, you’ve already fallen behind.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

It’s Not a “Tough Market.” It’s a Reset.

Everyone’s saying how hard the job market is.
It’s not.

It’s just different.

Before Covid:
Salaries matched skills.
Experience mattered.
Hiring was disciplined.

During Covid:
Money flowed.
Demand spiked.
People got jobs (and paychecks) they never would’ve landed otherwise.

Now?
We’re back to discipline.
Back to proof of impact.
Back to “show me what you’ve built, not just what you’ve titled yourself.”

That’s not a bad thing.
It’s a reset.

And the ones who can’t handle it?
They never belonged in those roles to begin with.

—

I recruit for long-term value, not short-term hype.
If you want leaders who outlast the cycles — that’s my lane.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Companies Don’t Pay for Time. They Pay for Value.

Too many candidates still think:
“I’ve been here X years, so I deserve Y salary.”

Wrong.

Companies don’t buy years.
They buy results.

• Can you increase revenue?
• Can you cut costs?
• Can you outthink the competition?
• Can you take pressure off the founder?

That’s the currency that pays.
Not tenure.
Not titles.
Not years served.

In this market, the only question that matters is:

“What’s the measurable value you bring on Day 1?”

—

That’s what I help founders identify.
Not who’s the loudest.
But who makes the biggest difference.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Stop Blaming Burnout on Employees

Too many execs treat burnout like a weakness.
“Maybe they weren’t cut out for the role.”
“Maybe they couldn’t handle the pace.”

That’s cowardice.

The truth:
Employees don’t burn out because they’re soft.
They burn out because leadership is sloppy.

Because bad managers create chaos.
Because priorities change daily.
Because no one has the courage to say no.

🔥 Burnout isn’t an employee failing.
It’s an executive failure.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

One kind moment can change everything.

I’ve seen it happen too many times to ignore.

A burned-out employee on the edge of quitting.
A high performer who finally cracks under pressure.
A candidate who just needs one person to believe in them again.

And then someone — a real leader — steps in.
Not with numbers. Not with a speech.
But with something simple like:
“Take the time you need.”
or
“I see you. I believe in you.”

That’s what people remember.

Not the quarterly targets.
Not the performance reviews.
But how you made them feel when things were hard.

Because leadership isn’t measured in metrics — it’s measured in moments.

Here’s what real leadership looks like in practice:

1️⃣ See the person, not just the position.
They’re more than their job title.

2️⃣ Check in before you check performance.
It costs nothing and builds loyalty that lasts.

3️⃣ Allow space for off days.
Even the best people need to breathe.

4️⃣ Call out potential when you see it.
Confidence grows where belief is spoken.

5️⃣ Show your scars, not just your success.
Authenticity builds trust faster than perfection ever will.

6️⃣ Be the calm in the chaos.
Your tone sets the temperature of the room.

7️⃣ Celebrate effort, not just results.
Progress is still progress, even when it’s messy.

Not everyone will match your kindness.
Some won’t notice it. Some may even take advantage of it.

Do it anyway.

Because kindness in leadership isn’t weakness — it’s courage.
It’s the decision to show up human, even when the world rewards hardness.

Be the leader they remember for how you made them feel, not for what you achieved.
Because at the end of the day, your real legacy isn’t in your title — it’s in your impact.

🔥 Question for you:
Who’s one leader whose kindness changed your path?

Post inspired by Cristina Grancea
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Burnout Isn’t About Workload

Most companies blame burnout on hours.
“Too much work. Not enough balance.”

Wrong.

People don’t burn out from workload.
They burn out from leadership.

From bosses who:
• Micromanage every move
• Demand loyalty but never give trust
• Preach “culture” while ignoring behavior

You can work 60 hours a week and feel energized if you’re trusted, respected, and growing.
But 30 hours under a bad leader will destroy you.

🔥 Burnout isn’t about balance.
It’s about broken leadership.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The $250K Struggle No One Talks About

I spoke to a VP making $250K.

And he’s broke.

Not because of the market.
Because of choices.
Private schools.
Luxury cars.
A mortgage too big for his income.

Now he wants $350K+ — not because he’s worth it.
Because he can’t cover his lifestyle.

Here’s the reality:
Companies don’t pay for your lifestyle.
They pay for your value.

But here’s the controversy:
If a candidate is talented enough, should companies care about their personal situation?

Be honest — would you ever pay above market because you “felt bad” about someone’s life situation?

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
 If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Burnout Is a Leadership Failure

I’ve never seen a team burn out because they cared too much.

I’ve seen teams burn out because their leader:
• Changed direction every week
• Set impossible deadlines just to impress their boss
• Took credit for wins and blamed others for losses

That’s not “fast-paced.”
That’s reckless leadership.

🔥 Burnout isn’t a worker problem.
It’s a management problem.

And if your people are dropping like flies?
Don’t blame resilience.
Look in the mirror.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

I Rejected the “Perfect” Candidate.

💥 I rejected a rockstar candidate last month.

Flawless resume.
Big logos.
Strong references.
The client was ready to sign.

Then he showed up late to the final round.
Dismissed concerns.
Acted like results made him untouchable.

I shut it down.

Here’s the uncomfortable truth:
Most bad hires don’t fail on skill.
They fail on ego.

And recruiters who push them through anyway?
They’re just order-takers.

Question is — would you hire someone toxic if they could deliver numbers? Or is one wrong personality enough to kill the deal?

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
 If you want to see more
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Mentors Can Be Wrong

I’ve seen mentors hold people back more than bad bosses.

“Don’t take that risk.”
“You’re not ready.”
“Stay where it’s safe.”

Translation?
Stay small.

And too many careers have died playing it safe.

Yes, mentors bring wisdom.
But they also project fear.
And fear disguised as advice will kill your growth faster than failure ever will.

🔥 Listen. Learn. Respect.
But don’t confuse caution with truth.

Sometimes the riskiest move is the one you don’t take.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The biggest misconception in business?
That if you care about purpose, you shouldn’t care about money.

I used to believe that too.

That profit diluted meaning.
That caring about income somehow made you “less authentic.”

But here’s what I’ve learned after years of building and hiring leaders:

Money isn’t the goal — it’s the fuel.

You can’t create impact from an empty tank.
You can’t lead others when you’re constantly running on fumes.
And you can’t build a business that lasts without financial strength behind it.

The goal isn’t money for money’s sake.
The goal is freedom.

Freedom to:
→ Build something meaningful
→ Serve others without burning out
→ Provide stability for your family and your team

Somewhere along the way, people started treating profit like a dirty word.
But real leaders know this:
💡 Profit funds purpose.
💡 Stability fuels generosity.
💡 Freedom makes impact sustainable.

Because if money alone was the answer, every high earner would be fulfilled.
But they’re not.
Because purpose gives money direction.
And money gives purpose legs.

You need both.

At the end of the day, money isn’t proof of worth.
It’s a tool — one that lets you serve, build, and lead without limits.

🔥 So here’s the question:
Are you chasing income, or building freedom?

Post Inspired by Cristina Grancea
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The Market Has Changed. Candidates Need to Catch Up.

For years, people coasted.
Salaries went up.
Opportunities fell into laps.
Recruiters chased them.

That world is gone.

Today, companies aren’t hiring for potential.
They’re hiring for proven results.
For people with direct, related experience who can add value immediately.

This isn’t unfair.
It’s reality.

Founders can’t afford 6-month learning curves.
They need leaders who can step in, own the role, and outperform the team around them.

That’s the reset.
Not fewer jobs.
Not impossible standards.
Just higher expectations.

—

I help companies find those leaders.
The ones who don’t just fill the seat — they raise the bar for everyone else.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Fire the Rockstar?

Every leader faces this dilemma:
What do you do with a toxic top performer?

They hit targets.
They close deals.
They deliver results no one else can.

But they also:
Destroy culture.
Drive good people away.
Make the room colder every time they walk in.

Here’s the truth:
One “rockstar” can cost you ten quiet performers who make the team actually work.

🔥 Numbers aren’t worth it if trust is broken.

So here’s the real question:
Do you fire the superstar to protect culture?
Or let culture die slowly in exchange for results?

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Burnout = Betrayal

People don’t burn out because of hard work.
They burn out because of broken promises.

• The raise that never came
• The promotion “next year” that vanished
• The leader who said “we’ve got your back” — then disappeared when it mattered

That’s not stress.
That’s betrayal.

🔥 Burnout is what happens when trust dies.

And the sad part?
Leaders blame “the market.”
When in reality, it was their own dishonesty.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Companies Don’t Pay for Lifestyles

Too many candidates confuse value with bills.

“I need a raise — my mortgage went up.”
“My kids’ tuition is crushing me.”
“Groceries are more expensive.”

Here’s the truth:
Companies don’t pay for lifestyles.
They pay for impact.

Raise requests based on expenses fall flat.
Raises based on measurable results get approved.

If you want more money?
Bring more value.
Cut costs.
Drive growth.
Outsmart the competition.

Because the market doesn’t care about your budget.
It cares about your output.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Ever hire a star… only to watch them check out within months?

Great interview. Smooth onboarding.
❌ Then gone.

Not because the hire was weak.
But because the environment was.

People don’t quit jobs.
They quit cultures that:
➟ Glorify burnout as “growth”
➟ Preach values but ignore integrity
➟ Demand loyalty at the expense of health

The fix isn’t pizza Fridays or gym stipends.
It’s leadership.

Leaders who…

❌ Don’t confuse obedience with trust
✅ Do create space for honest pushback

❌ Don’t reward sacrifice as proof of loyalty
✅ Do respect boundaries and model balance

❌ Don’t pretend to have every answer
✅ Do ask questions that open the room

Perks don’t keep talent.
Trust and culture do.

🔥 So before you blame “talent shortages,” ask yourself:
What is it about your leadership that makes people disengage?

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

WWW.Williamrochelle.com

www.williamrochelle.com, a new era in business consulting aimed at delivering unmatched value and transformative solutions. Our inaugural offerings include exclusive discounts and expert guidance on ADP Payroll and ADP TotalSource, available at http://www.williamrochelle.com/adp, setting a new standard in business support.

Decades of Expertise, Tailored for Success

With over 20 years of experience, we're uniquely positioned to elevate businesses from startups to Fortune 500 giants, focusing on precision, efficiency, and growth. Our mission is simple: to transform your business for peak performance and market leadership.

Comprehensive Services for Holistic Growth

Our services are designed to enhance every facet of your business:

•	Strategic Planning and Contract Negotiations: Turn complexity into opportunity with expert 
        negotiation.
•	Budgeting and Financial Management: Maximize efficiency and profitability.
•	Client Relationship Management: Build enduring, profitable partnerships.
•	Multi-Channel Call Center Operations: Serve a global audience with excellence.
•	Sales Force Management: Drive your team to surpass every target.
•	Supply Chain and Inventory Management: Achieve seamless operations.
•	Team Building: Foster collaboration and productivity.
•	KPIs: Track success with customized metrics.
•	Hiring Plans: Scale intelligently.
•	Technology Integration: Enhance productivity smartly.

Join Our Journey to Excellence

We invite you to embark on this transformative journey with us. Together, we'll navigate the path to operational excellence, ensuring your business not only thrives but sets new benchmarks in efficiency and growth. Let's redefine what's possible, together.

#BusinessConsulting #OperationalExcellence #Innovation #GrowthStrategy #WilliamRochelleConsulting

Chief Executive Officer

Celeb Luxury

Developing a new company approach that allows the business to scale without adding additional payroll assets.

Onboarded ADP for payroll and Health Care, Automated all Amazon, Inventory, Retail and ecommerce data entry functions by introducing EDI processes that eliminated manual input, increased productivity and reduced errors.. 

Moved our entire warehouse from Davie Florida to Central Georgia to optimize the technology offered to provide real-time insight into order flow, inventory and lead-times across all sales channels.

Maintained Amazon performance metrics while launching eBay, Walmart and Target +

Consistently challenging existing workflow to create a better process

Vice President Operations

ivgStores

Exceeding $20 million in annually with 35 onsite employees and 75 offshore. Closed due to Covid reduction in sales

IVGSTORES is a leading online Retailer with revenues exceeding 20 million dollars per year, offering hundreds of thousands of products for home, work, and play from 3,000 of the world's best brand name partners. We stand ready to ship their high quality furniture, decor, sporting goods, appliances, outdoor and children's products directly from their factories and warehouses to your home or business. We hold ourselves and our suppliers to the highest standards of performance, style, elegance, craftsmanship, uncompromising quality, and reliability.

Our Relationship with Our Customers is Our Highest Priority
Fueled by superb quality, good value, and the strength of a team that stands behind its promises, we are an A+ BBB rated business with an unwavering commitment to our customers. Working 7 days a week, our Florida staff have grown into one of the sharpest, most responsive Customer Service Teams in Retail.  We are committed to every team member in every department, each of whom are committed to success of our company.

Exceeding $20 million annual revenue

Parent Company of ShopLadder.com and Internet Shopping Club
Executive Responsibility for Customer Service, Shipping/Logistics, Purchasing and Product Development. Developed and continue to maintain strategic partnerships with the largest 3rd party marketplaces in the ecommerce space, including but not limited to Amazon, Ebay, Wal-Mart, Houzz and Jet, each of which we maintain top rated seller ratings and consumer feedback scores.

•	Restructured four independently operating departments into one unified team with individual goals focused on our core business strategy 
•	Initiated an international shipping strategy with an annual gross profit increase projection of 7%
•	Revised return policy with an emphasis on customer retention, resulting in an immediate increase in customer satisfaction and an overall decrease in refunds as a percentage of sales 
•	Decreased order processing and shipping lead times, creating a more competitive shopping experience and resulting in increased daily sales 
•	Recognized potential within core team. Created internal career paths, mentored, coached and developed key players into Team Leaders, Middle Tier Management and Director level positions. Identified and eliminated bottom performers and replaced with self motivated, strategically-driven individuals to create a more dynamic team and corporate culture 

Key Results:
➢	Increased production by 200% while reducing operational expenses by 25%
➢	Decreased refunds as a percentage of sales by policy improvement
➢	Reduced customer response times from 24 hours to an average 2 hour response time
➢	Increased website Seller Ratings with an average Customer Satisfaction Score of 98%
➢	Created a more competitive shopping experience and increased daily sales

Chief Operations Officer

eVoter, Inc.

eVoter.com                         
Political Technologies         

Highly interactive onsite consulting providing strategic analysis and direction. Engaging existing staff to examine and determine business objectives and requirements; planning call center technical systems; identifying and correcting technology and operational problems; determining operational call routing strategies, implementing improvements and system upgrades. Building Call center infrastructure; creating org charts, hiring plans and timelines to effectively define the Optimal model for business growth and flexibility.

•	Directly worked with CEO/COO to define business objectives and requirements
•	Created staffing strategy and organizational charts aligned to effectively define optimal model for business growth and flexibility

Independant Consulting Servces

GodTube

Parent Company of Tangle.com/Godtube.com, a leading social media network with over 2 million unique monthly visitors. Specifically recruited from Spark Networks to join Godtube.com to establish processes and scalable solutions to the fast-growing website in 2007, primed for going public or corporate sale. 

•	Planned, executed and developed the Operations, Video Editing, Call Center, Customer Service, In-Bound Sales, Quality Assurance and Human Resources departments
•	Authored technical specification document to enhance the teams ability to review all user generated content more efficiently; allowing for the ability to scale exponentially while reducing the overall cost per contact
•	Managed department of 80 customer service agents and 4 middle managers and onsite in Texas and Virginia, as well as geographically dispersed network of remote agents
•	Created company-wide strategic hiring plan focused on the company’s quarterly goals, and spearheaded all recruiting efforts from C-Level to administrative support
•	Developed strategic partnership with FBI to ensure brand jeopardizing issues were immediately identified and escalated

Key Results:
➢	Reduced staffing levels by 30% while simultaneously increasing service levels across all verticals
➢	Purchased and implemented Cisco Call Center, ZenDesk Email and SalesForce CRM
➢	Established all operational support systems and customer process flows, including the specification and design of a proprietary content approval and management system for the review of user generated video, photos, blogs and comments; response time improved from a 6 week backlog to a 24 hour response

Vice President, Operations GodTube/Tangle.com

Spark Networks

Publicly traded since 2001 exceeding $50 million in annual revenue

Parent Company of over 20 niche online dating sites including JDate.com, ChristianMingle.com and BlackSingles.com with 10 million members globally, operating in 8 languages. Executive responsibility for 24/7 call center operations located in multiple countries; U.S.A., Israel and Sri Lanka.

•	Developed all policies, procedures, payroll, benefits, recruitment, Quality Assurance and Office Operations
•	Identified candidate systems and facilitated domestic and international outsourcing, resulting in significant cost reduction across the operation
•	Provided leadership and direction to staff members in the execution of daily roles and responsibilities, and established a high performance, innovative team that worked cooperatively to achieve common goals
•	Managed the development and selection of HR benefit programs for all employees, hired and trained HR team, managed compensation and recruiting process across the organization for all employee levels
•	Managed after hours Network Operations team, created black box testing Quality Assurance team that was responsible for testing the entire site prior to any new code releases

Key Results:
➢	Built support operations and call center from conception to becoming an industry leader 
➢	Consistently brought operations in $1.2 M under budget while exceeding growth and retention rates
➢	Reduced costs by 25% and increased customer retention by 8%, while generating an additional $8.6M in annual revenue growth
➢	Generated $1.2M annual revenue through the execution and management of JDate member travel program
➢	Achieved 93% customer satisfaction with a significant reduction in support touch per customer

SVP Member Relations and Support Operations

The Wonderful Company

Launched the inaugural web-hosting and e–commerce department of what serves as the primary clearinghouse for transmitting and processing floral orders to customers throughout the United States and internationally.

•	Created department tools for optimal functionality, hired and trained appropriate teams, and developed email solutions to address and resolve department conflicts
•	Managed key accounts for mass merchants and TeleFlora
•	Forecasted and recruited staffing needs for seasonal influx business, and conducted training for up to 250 contingent employees, 6 times annually

Mass Merchandising and E-Commerce Manager

Contact Center Guru, E-Commerce Sales and Business Operations, Team Builder, Collaborative Leader CEO/COO/VP Operations

I am not just an employee—I am an investment in the future success of your organization. I bring a collaborative, results-driven approach to solving complex challenges, unlocking potential, and delivering outcomes that matter. 

My leadership isn’t about titles or accolades—it’s about creating meaningful partnerships, guiding organizations through change, and driving transformational success.

With 15+ years of leadership experience, I’ve redefined what’s possible:

As CEO: Scaled annual e-commerce sales to $20M+, spearheading market expansion and delivering unprecedented growth.

As COO: Led 200+ team members across major U.S. markets, achieving seamless operations and exceptional outcomes.

Globally: Built and optimized contact centers in Israel and Sri Lanka, driving efficiency and extending international presence.

My Approach: I specialize in big-picture thinking, precise execution, and relentless innovation, excelling in:

Strategic Planning & Contract Negotiation
Multi-Channel Contact Center Operations
Customer Service & Tactical Sales Force Leadership
Supply Chain Optimization & Demand Forecasting
Financial Management & Budget Planning

But my proudest achievements go beyond the numbers—they’re reflected in the teams I’ve empowered, the systems I’ve transformed, and the lasting value I’ve created.

Why It Matters: Your business deserves more than operational expertise—it deserves a leader with emotional intelligence, strategic foresight, and a passion for building a stronger future. Together, we can align teams, foster innovation, and drive your organization to new heights.

If you’re ready for a leader who believes in people and the promise of potential, let’s connect. Let’s build your success story.

Confident. Collaborative. Future-Focused.

William Rochelle

Game-Changing Global Leader | Architect of Operational Excellence | Multi-Channel Contact Center Powerhouse | Scaling Startups & Fortune 500s to $90M+ Heights and Beyond | C-Suite Level Go-Getter

When I met NIC, Nicole (NIC) Angai-Galindo, on Sunday, I had no expectations. No script. No agenda. But within minutes, I felt something rare, the kin

Open article: NIC IS NOT A BUSINESS. SHE IS A FORCE by William Rochelle • 3 min read

🧑🏽‍💻Power BI: Business Intelligence Dashboards, Analysis for Analysts & Chief Operating Officers

View group: 🧑🏽‍💻Power BI:  Business Intelligence Dashboards, Analysis for Analysts & Chief Operating Officers

“When you micromanage, you’re not leading…
you’re slowly suffocating your own team.”

You’re not guiding — you’re gripping.
You’re not building trust — you’re building tension.

I once had a manager who checked every email I sent.
Every. Single. One.

He’d hover behind me like a human antivirus.
Watching. Correcting. Hovering.

I started doubting myself.
Second-guessing my every move.
Even asking permission to breathe (okay, almost 😅).

And then it hit me —
micromanagement isn’t about perfection.
It’s about fear.

Fear of losing control.
Fear of being irrelevant.
Fear that if they’re not in every decision, the world will collapse.

But here’s the truth —
the world doesn’t collapse without control.
It collapses without trust.

The problem?
Micromanagement kills creativity faster than bad coffee kills motivation.
It turns capable people into cautious ones.

The solution?
Replace control with confidence.
Replace checking up with cheering on.

The benefit?
When people feel trusted, they don’t just perform — they own the mission.

Because great teams aren’t powered by supervision.
They’re powered by belief.

When you trust your people, they start trusting themselves.
And that’s when magic happens.

So what?
Leadership isn’t about being everywhere —
it’s about being anchored where it matters most.

Now what?
Step back.
Let them breathe.
And watch them rise higher than your control ever could.

Because the strongest teams aren’t built on fear —
they’re built on freedom.

Do you agree or disagree?
Drop your take in the comments — I’d love to hear your view.

And if this resonated —
👉 Follow Samson Akinola for daily insights that accelerate growth and solve real problems in Leadership, Entrepreneurship, and Intrapreneurship.

I’m also planting young people through Outcome School to become the next generation of leaders shaping technology and business.

Every post I share is built from real failures, real wins, and real lessons — refined through business school rigor —
to help you lead with purpose and confidently negotiate.

Repost this.
Share it with your network.
Because someone in your company needs to read this today.

Lead and Negotiate persuasively.

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Literally me every time I go to the store have an amazing week. Why be normal when you can be iconic

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The Battle

Joel Brody

William Rochelle

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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);}Joel Brody's LinkedIn Performance

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