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

Rula

Full-stack/frontend engineer on the growth team responsible for the marketing website at rula.com.

➵ Implemented conditional ad pixel firing that lowered Customer Acquisition Cost by 36% and decreased low-quality leads from 51% to 18%
➵ Built a new public provider directory frontend (Ruby on Rails) that allows users to browse available therapists who accept their insurance without having to first sign up
➵ Led the implementation of a redesigned marketing site for a company rebrand in a limited 5-week timeframe. Built the new site (TypeScript, React, Gatsby) in such a way as to make adding future pages faster and easier than previously achievable
➵ Participated in one-off solution team to implement rapid-fire A/B testing in order to improve site conversion and lead generation
➵ Participated in product-defining conversations throughout each project
➵ Created documentation to facilitate marketing and engineering teammates effectively utilizing the tools we've built as well as those included in our tech stack
➵ On-call engineer for the marketing site 1 week each month responsible for monitoring and ensuring the health of the site

Software Engineer

Tango

Frontend engineer responsible for building and maintaining chrome extension, web app, and desktop app features in a fast-paced seed-stage startup

➵ Built and supported platform-defining features from ideation through to launch
➵ Wrote PRDs & tech specs for new features I would build,and set up beta testing for the same
➵ Contributed to an internal design system component library for engineer usage
➵ Spent 25% time as on-call + support engineer, running deployments and addressing urgent user complaints/bugs
➵ Ran org-wide bug bashes on critical features, ensuring stable launches
➵ Built accessibility features into the platform to broaden product reach
➵ Defined an early launch process between EPD and GTM teams
➵ Increased GTM 'satisfaction' score with EPD processes from 53% to 75% in one quarter

BigCommerce

Frontend engineer responsible for building and maintaining small-to-medium-sized features on a team responsible for highly visible platform products (integrations, headless storefronts, SDKs, etc)

➵ Built new integrations in coordination with leading tech partners  (e.g. Facebook, Walmart and Google), resulting in seamless native experiences for merchants
➵ Used leading-edge technology to build accessible frontend features
➵ Converted outdated Angular applications to React, Javascript to Typescript
➵ Contributed to design system component library BigDesign (https://developer.bigcommerce.com/big-design/)
➵ Ideated,created, and hosted culture-boosting activities, events, and DEI initiatiERGsor ERG's in the areas of Women, BIPOC, LGBTQIA+, and overall company and office culture
➵ Served as a committee chair for company culture and Women's ERGs
➵ Hosted 2 groups of interns from the Ann Richards School for Young Women Leaders 2020 Internship for Juniors, where they participated in a coding project and a marketing content creation project.

➵ Performed extensive policy and beneficiary research for the purpose of policy payments
➵ Provided internal and external customer service
➵ Met team production and quality goal achievements daily, weekly, and monthly

Processor

Texas Tech University Health Sciences Center

➵ Created and revised experiment protocols.
➵ Performed chemical synthesis and chemical and biological assay experiments to improve antibiotic efficacy and decrease resistance in pathogenic bacteria.
➵ Presented research findings to peers, faculty, and others via Q&A and PowerPoint format.

Biomedical Research Intern

Girl Scouts of Texas Oklahoma Plains Inc.

➵ Designed and arranged youth activities such as community projects, fun educational and career focused program events, and informational booths at partner events.
➵ Attended meetings and presented verbal and written reports.
➵ Met with potential program partners to assess parallel interests and values in order to provide quality partnered programming for girls in the Texas and Oklahoma panhandles.
➵ Managed a committee designated to review all Gold Award applications and reports. The Gold Award is the highest award in Girl Scouting, achieved by high school aged girls.
➵ Created new STEM (Science, Technology, Engineering and Mathematics) focused programming for the Amarillo/panhandles area.
➵ Reviewed and evaluated statewide scholarship applications.
➵ Participated in Gap work to create a 4-year growth and improvement plan for program and membership for the Girl Scouts of Texas Oklahoma Plains council, which includes sites in Ft. Worth, Amarillo, Lubbock, Abilene, and Wichita Falls, Texas.
➵ Created STEM-related recruitment activities for girls from pre-k through high school.
➵ Recruited 120+ new girls to Girl Scouting through STEM events and programs.
➵ Advised girls for their Bronze, Silver, and Gold awards - the 3 highest awards in Girl Scouting, recognized by the President and many other national, state, and local offices and agencies.

Program Specialist

West Texas A&M University

➵ Advised and tutored peers in subjects such as beginning, intermediate and college algebras, biology, chemistry, and philosophy of logic.
➵ Lead group study sessions

Academic Tutor

I'm a software developer who enjoys health-tech, edu-tech, and startups. I have an educational background in neuroscience and psychology and I'm particularly skilled in frontend development, UX, problem-solving, and team building. Reducing friction for users is my favorite (work) activity.

taplio

The Battle

Jonathan Schultz

Jordan Massingill

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