Hire In Reverse

In a transforming global landscape, traditional hiring methods are inadequate.

The key to success lies in valuing and understanding people, nurturing a cohesive team culture, and adopting comprehensive, transparent interview practices that prioritize human attributes alongside skills. 

This shift is imperative to attract, retain, and satisfy modern candidates, as ignoring these human factors leads to inefficiencies, dissatisfaction, and mistrust, ultimately requiring a new strategic approach to hiring. 

Hire In Reverse offers solutions that encompass targeted candidate searches and proactive pipeline development, addressing the evolving demands of effective team building.

Contact: jonathan@hireinreverse.com

Hiring Strategist | Founder | Technical Leadership Recruiter - Software Industry

Stealth

Work with founders to assemble initial team following seed funding.  Project Complete.

Fractional Head of Talent

Investment Portfolio

Assembled a small group of investors to purchase, renovate and remarket houses during high growth period in Austin, Texas

Diversion – Rehab and Renovation 

Confidential (In stealth mode)

Co-Founder

Staff at Will - Search Consultancy

- Provided onsite and off site contract and retained recruiting services.
- Served in a variety of capacities within high-growth VC funded start-ups; staffing manager, outbound sourcing recruiter, high-volume recruiter
- Worked closely with hiring managers to define open roles, advertise, screen, interview and manage cycle through onboarding
- Saved hiring managers untold hours by providing key resources for time-sensitive hires
-Staffing experience at all levels from entry to c-staff, all departments; spanning industries, languages and international locals; Asia, Europe

Contract Technical Recruiter | Staffing Manager

Misc 

Technical Recruiter

US Army

Network Installation & Support & Administration

11 WORDS
I help leaders find the hiring equivalent to product-market-fit.

GAME CHANGED
Remember when hiring was annoying, but doable?  Post, slog, wrong fits, frustration. Need more pipe, throw money at it.

Things are changing.  Workforce is different.  Old ways don’t work. Impossibly, hiring seems even more competitive.

Deep down, we’re not even sure our good hires are ok, ‘cause many just don’t make.

It's not the pipeline, nor your interview technique. It's how you THINK about hiring, people and culture.

It's easy to mindlessly slip into treating people more like hardware. But, selecting based on skills alone is destroying our culture, and leaving us with skilled people who don’t fit. 

THE NEW STRATEGY
Hire the right people by giving them meaningful work, learning, growth and impact.  It requires less friction; and creates a team culture that fosters strong bonds, based on trust and respect.

Reality: HR initiatives that fabricate respect and pretend to be unbiased, have the opposite effect.

Don't see it? It's ok. They do. It's your blind spot.

The problem is hiring process that fails to attract, and can’t dependably assess fit.

This feeling of disrespect causes good candidates to opt-out early, even some despite the fact they need a job.  

RULES DON’T DEFY LOGIC
Don’t think a list of skills will attract today’s workforce. And unlike in the past, they won’t stay if the role’s not a fit. 

The key is to understand the human factors at play.

And interview candidates from a from a full 360° vantagepoint. 

LEVERAGE HUMAN NATURE

There’s little chance of getting good results with incomplete data.  

Hiring that builds successful teams requires “two” not “one” well informed decision.

Interviews that aren’t transparent, intentionally withholding details because I think I can “sell them” into the job, is a recipe for recruiting-caused-problems. 

Strategy backfire!

It’s time to consider what ‘you’re not saying’, is communicating.  Because see it or not, the message is clear! 


CONSULTANCY -- NOT AGENCY
Dedicated Search - is done-for-you, full slate of ‘qualified’ candidates and assessment optimization.

Personal Pipeline Alchemy - is a top secret, done-with-you, service where we position you to hire-at-will for future positions with a pre-built passive pipeline. [It’s not what you think, it’s better.]

MY EXPERIENCE
- Top agency recruiter; support hyper growth startups
- Built numerous VC startups, as insider; variety TA roles 
- 26 years helping software leaders build cohesive teams

512-560-6337

Jonathan<at>hireinreverse.com

Jonathan Schultz

Respondable Recruitment Marketing

Find us at Respondable.io, to learn how a monthly subscription can solve your HR Tech and Campaign problems, while developing your team for the long term. 

Respondable is a consulting firm for recruitment marketing and advertising. As it's principal, my role is to sell and then deliver consulting and advisory services to internal TA departments, 
 
-We work with clients on tech stack optimization, programmatic campaign efficiency, and internal attribution for workforce and talent acquisition analytics.

Here is a list of reasons to hire us:

-Make your job posting a competitive advantage
-Get accurate, real-time analytics and dashboards to improve the conversion of your candidates. 
-Identify technical roadblocks that cost you up to 90% of your website traffic. 
-Find the vendors that work best for you - and then figure out what you need to do to work best with them. 
-Cut implementation and service projects by 50% with an objective observer keeping everyone to their timelines. 
-Stop walking into blind demos. Be armed with what you need and what they do. 
-Develop your TA team for the future - which includes advertising, marketing, data integrity, and all things HR Tech. 
-Understand how AI is supercharging some workers, and crippling others. 
-Rule Programmatic campaigns with an iron fist

Principal - Recruitment Marketing and Advertising

PSG Global Solutions

Recruited to lead Recruitment Marketing for a top rated RPO in the US. 

-Known for delivering the best cost per application rates in the RPO industry. 
-Drove CPA costs down 90% on Indeed, bringing in over half a million candidates in 2022.
-Delivered Allied and RN leads at 60-70% below national averages. 
-Developed and managed technology and automation projects to improve candidate experience, search engine optimization, UX, candidate response, templates, and employer branding. 
-Led and designed career site project that converts 75% of applicants. 
-Subject Matter Expert in blending Sourcing, Marketing and Advertising solutions. 
-Worked closely with delivery teams to provide real-time analytics to improve quality of source of hire. 
-Client facing SME for recruitment marketing, advertising, and solution design.

Director of Recruitment Marketing

PeopleReady

Hand-picked to lead and manage a new Centralized Sourcing Division, I grew and directly managed a team of 35 sourcers, screeners, data analysts and advertising specialists to support almost 700 local branches hiring on-demand and skilled trades candidates.

-Managed $1.8M Advertising Budget to source 300,000 hires for on-demand and skilled trades candidates. Built complex strategy that resulted in 300% improvement of on-demand candidates YOY and 400% improvement of skilled trades candidates YOY.
-Led technology and automation projects to improve candidate experience, search engine optimization, UX, candidate response, templates, and employer branding.  
-Worked extensively with global reporting, virtual on-boarding and job posting support team to manage a job volume of over 6000 roles across the United States and Canada.

Director Talent Acquisition

PeopleScout

Managed two teams of up to 25 sourcers responsible for providing the daily, high-volume recruiting and sourcing services for the non-exempt hourly positions across North America. 
 -Retrained all sourcers on sourcing technology, increasing the volume of applications and response by over 20%. 
-Developed response templates to increase applications, improving team SLA performance from 84% to 94%.
-Developed key staff, with members of my teams winning 5 of the 9 quarterly performance awards. 
-Nominated for employee of the year for efforts in retraining, sourcing, and process improvement.

Client Delivery Manager - Talent Acquisition

DFWTRN

I served on the board in the capacities of social media, fundraising, technology and training. DFWTRN is a recruiter network in Dallas/Fort Worth

Board Member, Director of Technology

Brandstorming Interactive

Principal and Senior Talent Strategist at Brandstorming, focused on growth, sales and marketing strategies, interactive marketing, branding and messaging, and integration of new technology in an iterative process.

For the first three years, we focused on small business blogging, marketing, and recruiting.  As Social Media grew, we expanded our focus into marketing strategies.  We primarily deal today with B2B companies, performing branding, social business, website design, and marketing strategy services to clients eager to improve their digital profile and expand the reach of their traditional marketing.

In the last seven years, I've personally trained over 9000 recruiters, executives and salespeople on how to use technology efficiently. I've functioned as an outsourced director of marketing, consulted as a social strategist, and placed contractors in positions for web design, email marketing, digital, technology and social media marketing. Our final projects included robots that work with autistic kids, vodka that protected your liver, AI Bots for recruiting, and medical device that could end pressure injuries. It was cool.

Vice President - Senior Director of Marketing

Sourcing Worklab

Sourcing Worklab is a unique training model set up to develop recruiting teams by changing their habits. The Worklab is a monthly subscription service where a speaker and host work on the actual jobs of the members every Monday afternoon. 

This model of training is as close as you can get to doing the work - resulting in up to 5 times faster learning and 50% retention of material.

Founder

Social Media Headhunter

I did retained, contingent, and contract search for digital natives. Social media, interactive, email, online, digital - it's the same thing these days, and the challenges are getting easier. It's the end-to-end experience that's harder to find. Does your candidate understand your business? How you market? How you make money? That's why you turn to someone who lives in that world. 

Our focus is digital experience in the $100-$180,000 salary range in the United States.

VP of Recruiting

Original Recruiting.com

I was one of the main writers for the original Recruiting.com, founded by Jason Davis in 2005 and sold to Jobster in 2006.

Senior Social Media Writer

Kforce

Senior Account Manager for Technology Staffing. 

Developed relationships and consulted with corporate managers on hiring strategies, recruiting processes, and sourcing plans. 
Worked with recruiters to identify and select top information technology candidates. 
Did a lot of my own recruiting, a necessity for any top account manager. 
Qualified for the Maui Trip in my first full year, but decided to start a social media firm instead. 

Author of StlRecruiting.com Blog
Author at Recruiting.com
Founder of StlMgmt Networking Group

Information Technology Staffing Sales

My grandfather was an aeronautical engineer. And a good one. As his career was waning, I got to see his paystubs for YohIT (where I worked), to see how he solved problems. My favorite story is how he saved the BART as a contractor by flying out, listening to people for an hour, then sitting in a room alone for an hour before he fixed their problem. 

Boy is that the dream. I love fixing problems and my career has been an interesting mix of recruiting, marketing and consulting. 

I get TA. I know it from internal corporate, enterprise, start-up, vendor, staffing, recruiting, headhunting, RPO - I get it. It's not a secret - I simply do the work - spending dozens of hours going through spreadsheets or reviewing code, or messages, or P&L's. 

I fix your internal TA systems and processes, while training and managing your people. I also write for the AIM Group about job boards, work with recruitment marketing clients, serve as a VP of Marketing for Kiniso Temp Staffing Software, work as Executive Director of DBK Health (Pharmacy Benefit Management and Fiduciary), and when I can, I play sand volleyball. 

It seems like a lot, until you realize it's all one thing - build a list, call a list. I take good ideas and push them to become real.  

In 2018, I started working on Indeed advertising for high volume roles. I was good at it. In 2020, I set up a system that drove 300% more applicants at about 12% of the cost from the year before. Then I did it again in 2021. And in 2022, 2023, 2024, I was up to 15 different companies, with more applications and super low CPAs (think over half a million at $.28).  These were the best results in the RPO space.

And then I went deeper. Instead of just reducing costs, could I ramp spending down 10% but increase conversion? Could I counter the algorithms and objectives no matter the provider? What needed to be done at the company level to maximize the results? The answer isn't the algorithm - it's the people. 

I break algorithms and deliver superior results - as long as you have an interesting problem to solve. My track record is pretty good, but I'm not done - I want to surpass my grandfather. I want bigger problems. 

Seems like a good time to throw that out there.

taplio

The Battle

Jonathan Schultz

Jim Durbin

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