Daryl Daley, CD - Recruiter

IT Recruiter

Intelligent Minds Search Consultants

What I Deliver
For Companies
🔍 Smarter Hiring, Better Results
Exclusive partnerships with me mean curated, vetted candidates ready to make an impact. I prioritize quality over speed, ensuring hires align with your goals.

🌐 Deeper Talent Access
I leverage headhunting and networking to uncover top-tier talent, including those not actively job searching.

📈 Simplified Hiring
Eliminate inbox floods of mismatched resumes. My streamlined approach saves time and ensures precision, without disputes over candidate ownership.

🤝 Exceptional Candidate Experience
A seamless recruiting process enhances your brand, engages top talent, and avoids candidate dropouts caused by confusion.

🔒 Confidential Searches
Discretion is key for sensitive roles. I ensure privacy while delivering exceptional results.

For Professionals
🚀 Your Career, Elevated
Your career isn’t just a path—it’s your story. I help you land roles that excite you by refining your strategy and showcasing your unique value.

🌟 What You’ll Achieve:

Increased Visibility: Transform your resume and LinkedIn into recruiter magnets.
Strategic Job Search: Focus on roles that align with your skills and goals.
Interview Confidence: Present compelling stories that make you the obvious choice.
Stronger Offers: Secure compensation that reflects your worth.
🔗 Dual Expertise Advantage
As both a recruiter and career coach, I provide insider knowledge to help you stand out and succeed.

Why Work With Me?
With over 30 years in recruiting and career coaching, I’ve built a reputation for delivering measurable results. Whether you’re building your team or advancing your career, I bring tailored strategies and proven expertise to every partnership.

📩 Looking to hire top talent or advance your career? Message me today.

Let’s build your high-performing team—or your dream career—together.

Tech Recruiter | Builder of High-Performance Teams | Career Coach

Canadian Forces

Canadian Forces Intelligence Officer: held a number of leadership, management and technical positions. Managed teams of up-to 38 Intelligence Operators (IntOps)

Positions included:
• Regimental Intelligence Officer & Troop Leader at 21 Electronic Warfare Regiment:  Managed and lead 34 highly specialized troops (Intelligence Operators)
• ASIC (All-Source Intelligence Center) Senior Analyst:  Managed intelligence requirements, leading 4 specialized intelligence sections performing unique functions
• Responsible for fusing all-source intelligence, including SIGINT, to produce electronic warfare (EW) associated products that were disseminated to various levels. 
• Squadron Operations Officer; an organization comprised of 100 Communication Research Operators, Signalers and Intelligence Operators.  Responsible for the planning and execution of all Squadron Operations including EW Field Exercises, Squadron training, day to day operations in addition to planning and running multiple Canadian Forces courses;
• Course Officer at CFSCE (Canadian Forces School of Communications & Electronics) for the Land Electronic Warfare Analyst Course (Intelligence Course to work within the EW / SIGINT Ecosystem)
•  SIGINT Officer and Information Operations Officer qualified.  PSYOPS Officer.

Principal Duties:

• Collected, analyzed and fused multiple intelligence sources at the operational level and produced oral and written intelligence products to support the multiple Commanders in charge of operations.
• Established and monitored indications and warning regime covering specific threat areas, provided daily updates to senior staff and produced and disseminated associated written threat assessment products.
• Produced and maintained "Targeting packages" and delivered brief's to the Targeting Board for Commanders resolution

Intelligence Officer

Canadian Armed Forces | Forces armées canadiennes

Responsible for a crew of 3 conducting battlefield reconnaissance of enemy movements, terrain, threats, and hazards ahead of the main battle group and relaying that information back to higher command.

MCpl - Queens York Rangers - Armoured Crew Commander & Patrol Commander

Various Recruiting Firms

3rd Party Recruiter / Headhunter for Toronto based firms who rely on technology to enable their success.  I help my clients find their IT Talent teams to ensure they have control of where their technology is taking their business.

★ Senior Tech Recruiter ★ Career Coach ★ | Building Elite Teams | Crafting Tech Careers | Connecting Talent with Opportunity | Mastering the Art of Tech Recruitment and Career Fulfillment |

Building Elite Teams. Transforming Careers. Solving Hiring Challenges (Without the Caffeine Overload).

Great! You’re here! 

Whether you’re hiring top talent or looking for your next big career move, I’m here to help.

Hi, I’m Daryl, a Senior Tech Recruiter, Career Coach, and Executive Search Specialist—your trusted guide for hiring the right talent and unlocking career potential.

With 30+ years of experience, I’ve helped companies across tech, cybersecurity, and consulting industries secure top talent while empowering professionals to land impactful roles. Whether you’re hiring for mission-critical positions or ready to take control of your career, I deliver proven strategies, tailored guidance, and real results.

For Companies
Hiring top talent doesn’t have to feel like a never-ending search.

🔍 My Expertise:

Key Talent Recruitment: Recruiting for high-impact technical, cybersecurity, and consulting roles across mid-level and senior leadership.
Executive Search: Helping organizations secure the leadership they need to innovate and thrive.
Results-Focused Strategies: Delivering candidates who hit the ground running, make an impact, and stay for the long term.

📈 The result? Faster hiring, better candidates, and stronger teams built to succeed.

For Professionals
Your next big career move isn’t hiding—it’s waiting for the right strategy.

As a career coach, I’ve guided over 10,000 job seekers to stand out, land interviews, and negotiate offers with confidence.

🚀 What My Clients Achieve:

An immediate increase in inbound interest from recruiters and hiring managers.
More traction with resumes, leading to interviews and offers.
A targeted, strategic job search that eliminates “rage applying” and focuses on roles that align with their goals.
Confidence in interviews, with compelling stories that showcase their unique value.
Stronger negotiating power, resulting in offers they’re excited to accept.

Why Work With Me?
Proven Expertise: 30+ years in tech recruiting and career coaching means I’ve seen it all—and solved it all.
Personalized Approach: No cookie-cutter templates—everything is tailored to your unique needs.
Real Results: Whether it’s building a high-performing team or landing a dream role, my strategies deliver measurable success.

Let’s Connect
Your next hire—or career breakthrough—is just a conversation away.

📩 Message me on LinkedIn
📅 Schedule a Call:
🌐 Explore Resources: 

Whether you’re building your team or your future, let’s make it happen—and maybe even enjoy the process along the way.

Tech Recruiter - Acquirer of High Performance Talent

RESULTS I DELIVER
• Better quality search results. If you are pitting one firm against another, they will race against each other (for a brief while) to get resumes to you as quickly as possible. Because of the imposed urgency, you are likely to see a number of unqualified resumes. Non-exclusive recruiters often hope to get lucky and hit a match, rather than putting in the effort to screen properly.

•  Deeper and broader search. Committing to one recruiter will allow that recruiter to spend the time to network and headhunt to uncover the very best candidate for your requirements, rather than just pulling resumes out of a database.

•  Less work for the hiring manager. If you are working with multiple search firms, you will get a lot more resumes than you would working with just one recruiter. However, many of those resumes will not match your hiring needs, which just makes more work for the hiring manager. Not to mention time spent sorting out candidate ownership disputes between multiple firms.

•  Better candidate experience. Have you ever received the same resume from more than one recruiter? It can make your company look unprofessional if more than one recruiter interviews a candidate about the same job. And you may see some great candidates back out of the process entirely when multiple firms are involved.

•  Confidentiality. For a confidential search, working with more than one recruiting firm makes no sense. It will be impossible for a recruiter to keep the company name confidential if there are multiple search firms involved.

Daryl Daley

Getting laid off once hurts.
Getting laid off three times in five years rewires how you see yourself.
Most people won't say this out loud.

So I will.
The modern job market is a washing machine.
It spins you, snaps a few buttons off, and pretends you should come out "grateful" for the experience.

But the truth is simple.
It's not your skills.
It's not your effort.
It's not your value.

It's volatility.
It's overhiring.
It's leadership panic.

And it's systems built on quarterly fear.
And the people who get chewed up the most?
The quiet high-performers.
The ones who assume good work protects them from chaos.

But this era doesn't reward quiet.
It rewards clarity.
Direction.
Positioning.
A career built like a portfolio instead of a ladder someone else controls.

If you've been hit more than once, stop asking "What's wrong with me?"
Start asking "What do I want to build next?"

Your next move shouldn't be reactive.
It should be intentional.

Built around who you're becoming, not what the market just did to you.

If you want help designing that, message me.
You don't have to rebuild alone.

★ Senior Tech & Cybersecurity Recruiter ★ Career Coach ★ 30+ Years Driving Elite Technical & Executive Hires ★ Helping Companies Solve Hard-to-Fill Roles ★ We’re Always Hiring Top Talent! ★

You're not being ignored.
You're being gaslit by a job posting.

Ghost jobs aren't just frustrating. They're career trauma in disguise.

If you've ever applied to a role that never existed, you know the cycle.
You apply. You wait. You get ghosted by a job that never existed.

And then the part nobody talks about…
You start blaming yourself for a job that was never real.

There's a deeper damage here.
It damages your confidence. Makes you question your worth. Convinces you the problem is you.

Thousands of job seekers think they're being "ignored."
But what's actually happening is worse.

They're participating in a hiring pipeline that was never connected to a real outcome.
Budget freezes.
Evergreen reqs.
"Building a bench."
Roles posted to prove someone is "working on it."

Broken systems create broken self-belief.
That's the real danger.

If this is you, let me say this clearly:
You can't build momentum chasing jobs that don't exist.
Your worth isn't measured by silence from a fake job posting.
If you need a real strategy, message me.

And to the recruiters doing this? You're not "building a bench." You're breaking people.  Do better.

Every Monday, someone gives career advice they have no business giving.

“Just network more.”
“Just show passion.”
“Just stay positive.”

It’s amazing how confident people get when they’re not the ones applying.

My Thoughts:
Bad advice isn’t harmless.
It wastes time.
It kills confidence.
It sends good people in the wrong direction.
Hiring managers feel it.
Candidates feel it.
 
Everyone’s exhausted by the noise.
Cut the nonsense.

Listen to people who’ve actually done the work.  People in the industry.  Recruiters who review resumes, select candidates to interview, interviews them, gets feedback, gives feedback, extends offers and hire people.  Career Coaches who are in the hiring game, not just a side hustle.

If you want real guidance, not recycled clichés, follow me.

A clear mind makes better moves than a loud crowd ever will.

Experience inflation is killing careers. 
And it’s complete bullshit.

Companies are quietly turning normal jobs into Olympic trials.
 
Roles that needed 3–5 years now demand 8–10.
Junior jobs suddenly need “senior-level ownership.”
Tools that didn’t exist 18 months ago now require “mastery.”

This isn’t raising the bar.
It’s raising the drawbridge.
And it’s destroying confidence in an already brutal market.

Most leaders won’t admit this, but experience inflation is fear in disguise.
They’re terrified of hiring the “wrong person,” so they build job descriptions that only a unicorn with insomnia could satisfy.

And then they wonder why roles stay open for six months.

If a job needs 10 years for work that realistically takes 5, it’s not a talent shortage.  It’s a leadership shortage.

Here’s how to fix it:
 • Cut requirements not tied to revenue or risk
 • Hire for trajectory, not tenure
 • Build a 60–90 day learning runway
 • Hold hiring managers accountable for every inflated requirement

And if you’re job searching right now:
Ignore the years. Apply for capability.
Years are the laziest proxy for skill ever invented.

If companies want high-performing teams in 2026, they need to stop chasing mythical unicorns and start hiring actual humans who can learn fast, think clearly, and deliver real value.

Question for you:
What’s the most ridiculous “experience requirement” you’ve seen this year?

We just passed 2008 layoff levels. 
It's not even December.
Nobody wants to talk about what that really means

People are scared sh*tless and pretending they're not.

Nobody wants to say out loud:
Employment has become a form of stability most people can’t count on anymore.

Every week I talk to brilliant professionals who are terrified to check their inbox.

They’re doing everything right.
They’re still getting blindsided.
Not because they’re unskilled.
Because the market is unstable and the rules keep shifting.

Being grateful to have a job isn’t desperation.
It’s realism.

And realism is how you stay grounded when the ground keeps moving.

If you’re in transition, you’re not broken.

You’re navigating a system that’s forgotten the human cost of constant disruption.

If you’re leading teams, this is your reminder:
Your people aren’t “lucky” to be employed.
They’re trusting you with the one form of stability they have left.

We can’t pretend this is normal.
But we can choose how we respond to it.

What’s keeping YOU steady right now?

From Calais, France - wishing all my American friends the Happiest of Thanksgivings.

Your Biggest Hiring Problem Has a Name, 
a Title, and a Seat on Your Interview Panel

Companies aren’t losing talent to competitors.
They’re losing talent to their own interviewers.

A single person on a panel can tank your entire pipeline.

And it happens far more often than leaders realize.
It’s not the market.
It’s not the comp.
It’s not a talent shortage.

It’s Steve from engineering who treats every interview like an interrogation.
It’s Sarah from operations who shows up late and unprepared.
It’s the manager who spends half the interview complaining about burnout and overtime.

These people are not “demanding high standards.”
They are quietly destroying your ability to hire.

I’ve watched it for three decades.
A great candidate moves through the process confident and excited.
Then they meet that one person.
The one who rolls their eyes.
The one who didn’t read the resume.
The one who makes them feel unwelcome, inadequate, or like an inconvenience.

And suddenly the candidate withdraws.

They’ll give you a polite line about timing or fit.
But I know what really happened.
Someone on your team scared them off.

Here’s the truth most companies avoid.
Every person in an interview is selling your culture.
Not just the recruiter.
Not just the hiring manager.
Everyone.

That engineer who dismisses questions signals that collaboration is pretend.
That manager venting about stress signals a burnout culture.
That interviewer who clearly doesn’t care signals that the company doesn’t either.

You can offer top dollar.
You can have a mission that changes lives.
 
None of it matters if the people representing you are miserable or hostile.

If someone on your team cannot show candidates respect, clarity, and basic professionalism, they should not be in interviews.

Because if this keeps happening, your hiring problem isn’t the talent pool. 
It’s who you’re letting represent you.

Sometimes the hardest seasons still move you forward.

Careers don’t break in one moment.
They break slowly.
One setback.
One rejection.
One bad manager at a time.

But the same is true for rebuilding.
One decision.
One opportunity.
One honest conversation.

Progress doesn’t need to be dramatic to be real.

If you’re in a tough chapter right now, keep going.
Hard isn’t the enemy.
Staying stuck is.

Keep going.
This is the way.

Career + Exec Coach for Ambitious Millennial Women | Speaker | MBA, Ex-Leader + Consultant

You care deeply about your career, work extremely hard and have the title, scope and results to prove it, and *yet* your current role just isn't working.   

You’ve worked so hard to get to where you are today – from high school honor society to all the college extracurriculars to crushing your first job to a top grad school to that prestigious, post-grad job.

Now you have what you’ve always wanted – that coveted title at a brand-name company, a long list of promotions on your resume and a lot of zeros on your paycheck.

You’re proud of your success (and you should be!), but the job you always wanted has started to feel like the suit you bought pre-pandemic…stiff, itchy and just not right.

You might…

→ Be a future “Chief” temporarily stuck on a low rung of the ladder. You know you’re going to be in the C-Suite one day. CNBC, Ted Talks, Board seats, here you come. But, your current job isn’t going to get you there.

→ A high-achiever measuring success differently these days. Your ambition has evolved - you want to be successful and do work you care about, but you’re measuring success by the number of friend dinners, pilates classes or daycare pickups these days.Your job doesn’t gel with who you are today.

→ Have climbed straight up – only to find burnout. You’ve had a lot of success in the first part of your career – perhaps, too much and you feel, well, just tired. You like your work, you’re proud of your success. You don’t want to throw it all away, but something has to give.

You’re in the right place.

Hi! I'm Cydnee. I equip high-achieving millennial women with mindset and strategies to create and thrive in the career you want. As a former exec leader, chief of staff, consultant and NYU Stern MBA, I have helped 110+ women reimagine their lives since 2019 - and am excited to do the same with you. 

Explore here: 

Ambition Reimagined Guide: 
7 Proven Strategies to Create a Career You Love While Building the Life You Want
https://cydneedetoycoaching.myflodesk.com/asdofdzesa

Ambitious Millennial Woman: 
Newsletter and podcast archive with dozens of personal essays, client success stories + strategies for inspiration + career planning
https://cydneedetoy.substack.com/

Ambition Reimagined: 
Proven coaching program for women ready to stop swirling on “what’s next?!” and make grounded, strategic career moves — anchored in expert guidance, proven tools, deep self-reflection and a supportive community.
https://www.cydneedetoycoaching.com/coaching

Curious to learn more? 
DM me or book a call (https://www.cydneedetoycoaching.com/work-together)

Cydnee DeToy

I quietly transformed my core coaching offer over the past few months.

And it’s so much better for my clients. Here’s why:

There’s an inherent tension in coaching — trying to serve as many people as possible when you can’t scale yourself.

So most coaches offer group programs.

Think: a cohort moving through the same modules together, on the same timeline.

It’s a proven model.

I ran two “Career Accelerator” programs earlier this year.

They worked — my clients got clarity and results.

But something felt off.

Maybe it was the “Accelerator” framing — how do you accelerate through such deeply introspective work?!

So I paused to reflect.

And I realized:

The time-bound, cohort-based model just isn’t right for my clients.

It was built on a few false assumptions — that my clients:

→ Are all ready to start coaching on the same day
→ Move through the work at the same, quick pace
→ Will magically find “the answer” in three weeks.

Once I saw that, everything changed.

This fall, I redesigned my program:

𝐀𝐦𝐛𝐢𝐭𝐢𝐨𝐧 𝐑𝐞𝐢𝐦𝐚𝐠𝐢𝐧𝐞𝐝, a proven coaching program for ambitious millennial women ready to stop swirling on "what's next?!" and make grounded, strategic career moves.

It’s “flexible by design,” which means you:

→ Join when you’re ready (not on a single start date)
→ Move through the content at your own pace
→ Stay as long as you’d like support

And the best part?

You’re surrounded by a curated, application-only group of thoughtful, ambitious women doing this work alongside you.

It’s powerful. It works.

(We’ve already celebrated our first new job! It was already in the works before the program started, but shows the caliber of participants.)

We already have seven women enrolled and only three spots left before the end of the year.

If you want to start 2026 with a clear vision for your career and the momentum to make the change you want —

Apply to join Ambition Reimagined today: https://lnkd.in/egS3g4YW.

Let’s make 2026 the year you create the life you want.

Career coaching for ambitious millennial women | Helping 110+ women redesign their careers and lives since 2019 | Speaker (20x, 3k+ women reached) | Prev: C-Suite, Chief of Staff, Consultant | NYU Stern MBA

Honored and tickled to be featured on the home page of ideamensch this month — the same platform that’s interviewed Seth Godin, Daniel Pink and Gary Vee. Nbd 👀.

This may be my favorite interview to-date. I got to cover everything from my tried-and-true productivity habits and my favorite books to the core philosophy for my business. 

And yes, I made a strong case for my favorite grounding ritual — a regular, phone-free walk. Ideally, with a dog trotting next to you.  

If you want to get to know the heartbeat behind my work a little better, this is a great place to start: https://lnkd.in/eaEvqC7X

Grateful to Dreamers & Doers® for making this possible, and to be featured alongside so many other impressive women.

When you're an ambitious millennial woman craving a career change, it can feel like there are 100 steps between you and the next role you want:

Reflect. Research. Network. Analyze. Reflect again...

It’s overwhelming.

But the first and most important step you can take isn't creating a spreadsheet or diving down a LinkedIn rabbit hole. 

It's letting yourself want something different.

To admit something’s not working.

To tell the truth — to yourself — about what you really want.

If you're feeling stuck or lost, allow yourself to...

1️⃣ 𝐄𝐯𝐨𝐥𝐯𝐞.

You’re not who you were 5 yrs ago — your life has changed. What you care about has changed.

Who you were yesterday can’t make the right decisions for you today.

You’re 𝘢𝘭𝘭𝘰𝘸𝘦𝘥 to want something different — and to build a life that matches who you are today.

2️⃣ 𝐃𝐞𝐜𝐢𝐝𝐞 𝐰𝐢𝐭𝐡 𝐲𝐨𝐮𝐫 𝐡𝐞𝐚𝐝 𝐚𝐧𝐝 𝐲𝐨𝐮𝐫 𝐡𝐞𝐚𝐫𝐭.

You’ve been trained to be rational - pick the path that keeps options open. Has the fastest and highest trajectory.

But the best moves live in between your spreadsheet and heart.

You’re 𝘢𝘭𝘭𝘰𝘸𝘦𝘥 to use your intuition when making decisions — it’s not woo, it’s strategic.

3️⃣ 𝐒𝐚𝐲 “𝐧𝐨” — 𝐞𝐯𝐞𝐧 𝐰𝐡𝐞𝐧 𝐲𝐨𝐮 𝐬𝐡𝐨𝐮𝐥𝐝 𝐬𝐞𝐢𝐳𝐞 𝐭𝐡𝐞 𝐨𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐲.

You were taught to say yes: new projects, extra credit, networking convos.

It’s how you prove your worth.

But we humans have finite capacity - both in terms of time and energy.

You’re 𝘢𝘭𝘭𝘰𝘸𝘦𝘥 to say “no,” so you can say “yes” to what’s right.

4️⃣ 𝐏𝐫𝐢𝐨𝐫𝐢𝐭𝐢𝐳𝐞 𝐚𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭 𝐨𝐯𝐞𝐫 𝐩𝐫𝐞𝐬𝐭𝐢𝐠𝐞.

You’ve been conditioned to value the brand name, shiny title, LinkedIn-awe-worthy move.

But external validation will never create internal fulfillment.

You’re 𝘢𝘭𝘭𝘰𝘸𝘦𝘥 to want a career that energizes you — even if it doesn’t look as good on paper.

5️⃣ 𝐋𝐞𝐚𝐯𝐞 𝐬𝐨𝐨𝐧𝐞𝐫.

You’ve been told to power through. Never be a “quitter.”

Sometimes, the strategic move isn’t staying — it’s leaving. Or recognizing a situation for what it is — and preserving your energy to find what’s better.

You’re 𝘢𝘭𝘭𝘰𝘸𝘦𝘥 to leave before exhausting yourself — you can and will find something better.

6️⃣ 𝐎𝐰𝐧 𝐲𝐨𝐮𝐫 𝐟𝐮𝐥𝐥 𝐯𝐚𝐥𝐮𝐞.

You’ve learned to be humble, let your work speak for itself, there’s always more to learn.

But being quietly competent won’t get you the job you want (and are worthy of!).

You’re 𝘢𝘭𝘭𝘰𝘸𝘦𝘥 to own that you’re good at what you do — because you are and future employers will be lucky to have you.

7️⃣ 𝐀𝐬𝐤 𝐟𝐨𝐫 𝐡𝐞𝐥𝐩.

You were raised to be self-sufficient. To figure it out. To avoid bothering others.

But we humans are social beings who like to connect, talk about our passions and help.

You’re 𝘢𝘭𝘭𝘰𝘸𝘦𝘥 to ask others for help – you’re giving them the chance to connect and be useful.

Giving yourself permission is not easy.

But if you don’t give yourself permission to create the future you want, who will?

A career change is "...never just about your job or your title. It's about who you are and who you want to become." 

Ashley Rudolph sums up exactly why she and I are so passionate about helping people make intentional, strategic career shifts - while not jumping too soon or overstaying your welcome. 

Honored to share my expertise in her newsletter this AM. Check-it out if you've been mulling over a move, but can't figure out if you should stay or go.

Helping high-performers step out of execution & into executive leadership | Ex-tech exec | Trusted by leaders at tech, entertainment, creative, & consumer brands | Featured in Inc., Teen Vogue, Success Mag, and more

Have you ever found yourself caught between what is and what could be? 

That in-between place, where you feel deep down that change is necessary, but the next step is anything but clear? 

It’s tough because it’s never just about your job or your title. It’s about who you are and who you want to become.

In today's newsletter, I chatted with Cydnee DeToy, executive coach and creator of the Ambitious Millennial Woman newsletter. Cydnee’s work is all about guiding women through those pivotal (and sometimes messy) moments of transformation.

An in depth Q&A with Cydnee DeToy, an executive coach for ambitious millennial women. Sometimes the hardest part isn’t leaving your job. It’s finding 

Open article: How to *Really* Know When You’re Ready for Your Next Move by Ashley Rudolph • 5 min read

How to *Really* Know When You’re Ready for Your Next Move

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