Think Evolutionary, LLC

Think Evolutionary, your premier Fractional Talent Acquisition consulting firm. We offer a robust portfolio of services, including Fractional Talent Acquisition, Talent Technology Optimization, Strategic Talent Acquisition Advisory, and Executive/Direct Hire Placement services.

Our expert approach ensures the alignment of exceptional talent with your strategic business goals, fostering innovation and productivity. Leverage our expertise to transform your talent acquisition strategies and drive your organization to new heights of success.

Founder/CEO

Boomi

At Boomi, I developed and implemented comprehensive DEI Talent strategies across the US, EMEA, and APJ regions, fostering an inclusive culture and diverse workforce. I collaborated with the Talent Acquisition team to enhance inclusive sourcing and recruiting strategies, launched diversity-focused recruitment programs, and developed diversity training for all staff levels. Additionally, I conducted audits of talent management processes, recommending improvements aligned with contemporary trends and industry best practices.

My efforts included facilitating cross-functional partnerships with HR, Marketing, and Business leaders to communicate Boomi's inclusion and diversity objectives. A notable achievement was securing the agreement to showcase Boomi's Veterans on Lifetime's "Military Makeover with Montel Williams - Operation Career," which aired in the Fall of 2022.

Global Director for DEI Talent Marketplace

Redhorse Corporation

At Redhorse Corporation, I managed a dedicated team of six, driving the successful recruitment of niche roles such as Data Scientists, DevSecOps developers, engineers, Full Stack Software Engineers, and REM (Resource Efficiency Managers) experts, thereby strengthening our competitive edge in providing high-end talent to our government clients. Spearheaded the transition of our Applicant Tracking System (ATS) from Paycor to Lever, overseeing the selection process, implementation, extensive training programs, and successful rollout, enhancing our recruitment process efficiency and candidate experience.

Additionally, innovated a role framework and compensation model to delineate talent requirements, ensure internal equity, streamline EEOC/AAP reporting, and establish pricing guidelines for new bids.

Senior Director, Talent Acquisition

E3 Federal Solutions

I directed end-to-end recruitment processes, collaborating closely with senior leadership to fill key management and director-level roles within DHS and IC agencies, ensuring strategic alignment with organizational objectives. I developed and executed a targeted Campus and DEI recruitment strategy, introducing initiatives that significantly increased diversity within the organization and improved the quality of the talent pipeline.

I led recruitment for pivotal PMO, IT, and engineering positions across high-profile programs, including CBP, ICE, FPS, TSA, DNDO, DoD, and IC, contributing to the organization's operational excellence and strategic goals. Additionally, I initiated and led a strategic Workforce Planning program, enhancing the team's scalability and flexibility to adapt to dynamic proposal requirements while consistently filling fully funded roles and optimizing resource allocation and readiness.

Federal Talent Acquisition Lead

CoStar Group

I directed comprehensive recruitment operations across the Research Division, covering Richmond, DC, San Diego, Atlanta, and Toronto. I optimized team structures and strategies to effectively meet regional talent demands. I orchestrated large-scale recruitment campaigns, successfully onboarding over 500 employees annually through diverse sourcing tactics, including job fairs, college engagements, online campaigns, and targeted social media initiatives, significantly boosting workforce strength and diversity.

Led a high-performing team of 9 recruiters, consistently achieved monthly hiring goals of 80-100 employees, aligning recruitment efforts with the company's strategic growth objectives and maintaining operational excellence. I implemented a strategic evaluation of recruiting channels, identifying and leveraging the most effective platforms to enhance recruitment efficiency and reach. I spearheaded the rapid staffing of over 250 employees in a new Richmond, VA, location within the first six months, demonstrating exceptional agility and leadership in high-growth scenarios. Additionally, I managed to implement new compliance initiatives and overhaul OFCCP policies and procedures to ensure rigorous adherence to regulatory standards and mitigate risk.

Research Recruiting Manager

Vencore, Inc.

Directed an enterprise-level talent acquisition team of 15-21 recruiters for a $1.2+ billion defense contractor. I managed the full spectrum of the recruiting lifecycle, from planning and execution to optimizing sales, operations, and staff productivity, ensuring strategic alignment with corporate objectives. I led the talent acquisition strategy, ensuring meticulous sourcing, selection, and onboarding processes, successfully meeting the goal of 1,000 cleared hires annually, significantly contributing to organizational growth and security.

I championed a metrics-driven recruitment approach, leveraging advanced analytics to refine DEI initiatives, assess team performance, guide strategic decisions, and maximize return on investment, setting a new benchmark for recruitment excellence. I successfully led the end-to-end project implementation for the rollout of the new iCIMS applicant tracking system, ensuring a seamless transition and system optimization. Additionally, I leveraged advanced technological tools to maintain stringent compliance with OFCCP and EEOC documentation requirements, safeguarding organizational integrity.

Senior Manager, Talent Acquisition

The Tauri Group

I orchestrated a strategic overhaul of the talent acquisition framework to meet the increasing demands of proposal submissions. This initiative significantly enhanced our support for government contracting processes such as IDIQs, Task Orders, RFPs, and BPAs, bolstering our capacity to secure key government contracts.

Led targeted recruitment campaigns to attract high-caliber professionals, including CBRN Analysts, Epidemiologists, Regulatory Affairs SMEs, and Public Health experts. These hires were crucial for advancing our infectious disease initiatives and projects. My active participation in weekly business development meetings allowed me to craft and refine sourcing strategies, supporting our competitive positioning in securing government proposals.

Ensursed compliance with federal and state requirements, I safeguarded the organization against compliance risks by adhering to OFCCP and EEOC guidelines, fostering an environment of ethical hiring practices.

Recruiting Manager

Pariveda Solutions

In my role on the Recruiting Management Council, I was pivotal in shaping and executing the company’s strategic recruiting vision, ensuring it was aligned with corporate goals and responsive to market dynamics. I directed talent acquisition operations and strategic initiatives across our East Coast offices in DC, NYC, and ATL, leading a team of recruiters to optimize regional recruitment efforts and develop a robust talent pipeline.

I played a significant role in adopting and refining both active and passive recruiting strategies and technological processes for consultant engagements. This involved leveraging cutting-edge job boards and professional networking platforms to enhance our talent acquisition capabilities. Additionally, I championed community engagement and strengthened the organization's commitment to diversity by establishing formal partnerships with academic institutions, non-profits, and community groups. These efforts enriched our talent ecosystem and boosted our brand presence.

Regional Recruiting Manager

ActioNet, Inc.

As a Recruiting Director, I oversaw recruiting operations, including process optimization and leadership of a six-member team of corporate recruiters, driving efficiency and effectiveness in talent acquisition. I established new SOPs and recruitment strategies, significantly elevating the organization's recruitment efficacy and setting new industry benchmarks.

Recognized as the go-to industry authority for salary benchmarking and market trend analyses, providing critical insights that informed organizational development and ensured compensation equity. Additionally, I cultivated strategic alliances with academic institutions, professional organizations, and industry agencies to align talent acquisition metrics with broader market trends and compensation benchmarks.

Recruiting Director

L-3 Communications GSES

• Managed a dedicated team of two senior recruiters, consistently overseeing a dynamic pipeline of 85 to 115 active and proposal job vacancies, demonstrating exceptional capacity in high-volume recruitment management.

• Pioneered L-3 Communications’ inaugural Strategic Diversity and Inclusion Program, leading a Diversity Council of 30 members to craft a comprehensive, multi-faceted plan to foster a culture of inclusivity and diversity.

• Developed L-3's first Diversity Blueprint, detailing the mission, objectives, program and training initiatives, company-wide and community engagement efforts, metrics, and ROI analysis, setting a foundational model for corporate diversity strategy.

Recruiting/ Diversity and Inclusion Manager

Tired of the long timelines and high costs of hiring executives? 

As the CEO of Think Evolutionary and Co-Founder of f/EVO, I provide on-demand access to top-tier leadership, giving your GovCon or startup the expertise it needs—without the wait or expense.

From leading talent teams in high-stakes environments like government contracting, consulting firms, and competitive tech companies, I’ve seen firsthand how the right leadership and strategy can transform a company’s trajectory. After 25 years in talent acquisition, I realized many businesses need an alternative to traditional executive hires—something flexible, efficient, and tailored to their unique challenges. This insight led to the creation of:

* Think Evolutionary: Specializing in fractional talent acquisition solutions.
* f/EVO: A collective offering fractional executives and niche operational talent to empower businesses.

At Think Evolutionary and f/EVO, I provide access to top-tier talent without the overhead and long-term commitment of traditional hiring. My approach is centered on understanding your organization’s unique needs and challenges, offering:

Flexible Fractional Executives: From a Chief Talent Officer to a strategic advisor, get access to high-level leadership as needed.

* Niche Talent Acquisition: Streamline your recruitment processes and secure specialized talent.
* Agile Solutions: Scale operations, maintain flexibility, and drive growth—all while keeping costs manageable.

Clients trust me because I combine deep industry expertise with a proven track record of results, including:

- Building efficient Talent Acquisition frameworks for GovCon firms.
- Helping startups secure leadership that aligns with their vision and growth objectives.
- Filling critical roles in weeks, not months, enabling businesses to stay competitive in fast-moving markets.

Ready to transform your talent strategy? Let’s discuss how fractional leadership can give your company the agility and expertise it needs to succeed.

* Connect with me here on LinkedIn
*  Schedule a time to chat through my Calendly link:  https://calendly.com/james-dyson-jte/fractional-coffee-chat

Together, we can elevate your talent game and position your organization for sustainable growth.

James Dyson Jr

Happy Diwali from Westbrook Project Solutions ! 

May the light of Diwali bring joy, prosperity, and peace to your home and workplace.

Let’s continue to spread positivity, celebrate togetherness, and build brighter futures, one project at a time.

Wishing everyone a safe and wonderful Diwali!

#HappyDiwali #WPS #WestbrookProjectSolutions #FestivalOfLights #TeamWPS #JoyAndPositivity

VP, Strategic Partnerships at WPS | Driving Business Evolution through Fractional Excellence & Human Capital Innovation | Founder & CEO of f/EVO | Talent Strategist | Executive Growth Partner

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Ora Marketing

Co-Founder

Co-founded a full scale brand agency where we built brands from conception- brand strategy to designs to websites- for businesses and entrepreneurs.

Brand Strategist and Co-Founder of Animella Brand Agency 

Personal brand strategy and development for entrepreneurs looking to build and market their personal brands.

Brand Strategist 

Hey recruiters and agency owners, I have to tell you- your industry has been WAY behind on the marketing game. 
Many of you are still cold calling & are constantly chasing leads. 
I get it, it’s worked and maybe still does, but it takes so much of your time &  the world around you has changed, evolved &  shifted but most of you still haven’t. 

Then those of you that are ‘marketing’ aren’t really moving the needle with it. 

You've probably tried-
❌ Using AI to create content, which is helpful but is it working? (It’s not, I promise)
❌ Posting random content without a clear strategy 
❌ Wasting hours on tech, editing & distribution then spiral into doubt 
❌ Outsourcing to some type of agency or VA that gave you generic, forgettable posts

Most  of the content recruiters are using are flat, generic and just part of the noise. You know the kind I’m talking about. You’ve seen it (and probably used it)-
📉 Only posting open jobs
📉 Generic LinkedIn posts from Chat 
📉 Inauthentic, Canva branded, templated content that only look cool, but has no real value


But the successful agencies aren’t chasing new clients, they’re attracting it with their marketing. 

Recruiters who get ahead in this market aren’t just making calls, they’re building a brand that attracts their ideal clients & drives revenue.

That’s why we build something COMPLETELY different. 

The Ora Hour was built for recruiters who:
✔ Want inbound leads that convert without wasting time chasing prospect 
✔ Need a system that’s fast & effective, not a full time second job so you get your freedom back 
✔ Know their brand should be their biggest sales asset & need a marketing partner to build it

We have a done FOR you marketing agency that helps you:
✅ Attracts inbound leads that convert into real SALES
✅ Respects your time- you give us an hour, we deliver a month’s worth of original content 
✅ Keep you at the center of your content so it’s real, authentic & actually works

The results speak for themselves: 
💬 “We’re 90 days in & I’m finally on track for my first million dollar year.” 
💬 “I’m on the verge of a $100K month because of our videos—something I haven’t done in ten years.” 
💬 “In 365 days, we’re up 841,464% with 600,819 impressions.”

If you’re ready to build a brand that attracts clients & scales your revenue, without wasting time on content, send me a message.
93% of our clients stick with us because what we do WORKS.

Grab me a chair at your table- I’m your new fractional CMO. 

Send me a DM to set up a call or go to our website & see our testimonials if you still aren’t convinced.

Alexis Albright Meschi

Last year around this time I was on a coaching call and my coach asked me a simple question,“What are your next-level goals?”. I said, “Honestly? I don’t know. I’ve hit the ones I wanted. I just want to maintain.” She paused. 
And then she challenged me.

She said, “Be careful with that. Maintenance sounds safe, but it’s where momentum goes to die.” She asked me to think beyond revenue and milestones  to think about what I really wanted next. Things that would stretch me, light me up, put me back into discomfort in order to grow again. And what I ended up brainstorming were things deep inside my subconscious that I hadn't even brought into my conscious awareness yet. It brought clarity, passion, and creative energy I hadn’t felt in a long time and gave me major goals to work for this last year that have been powerful. 

Most people aren’t stuck because business is bad. They’re stuck because it’s “good enough.” I hear it all the time. "Work is steady." "Revenue’s fine." And so they stop dreaming bigger. But staying comfortable is the fastest way to become irrelevant. I’ve watched our clients rediscover their spark when they start investing in themselves again by building their personal brands, growing their visibility, and seeing what’s actually possible beyond “steady.”

Some people falsely think building your brand is about ego.
That's so wrong. It’s about expansion. It’s about refusing to coast through another quarter when you could be redefining what your next level looks like.

Have the dream. Think about next level. Bring into consciousness what your subconscious REALLY wants. Build momentum for who you’re becoming next.

Most recruiters chase clients. Ours attract them. | I’m your new fractional CMO.

Last night by daughter submitted her final college application.  She applied to 22 schools all over the country for pre-med. While the last month has been exhausting, it's been a privilege to support her. But, I've thought a lot about one thing on repeat. 

She didn't just get here by finding the schools, putting together applications and submitting. This wasn't a few month push. It wasn't a wish or a dream. 

It has been strategic and planned for the last 3.5 years of high school. She's had big goals for a long time. Because of that, she started meeting with a college counselor freshman year. She made calculated choices with her courses, activities and external leaderships. She prepped all out for every test and quiz and did her best on each assignment. She didn't show up to play the game one day; she's been prepping for this the whole time. 

She embodies a top performer and I've been completely inspired by her.

Stop wanting for things to be different or setting goals then being surprised if they don't happen right away. Success is a systemized approach to growth. It's not a wish and a hope. It's not giving in when things don't happen right away. It's playing the long game with strategy and intention.

I have no idea which school she will end up at. But, we both know that no matter what happens, she will feel great because she's played all out and done all she could for this next phase of growth.

These last few years of parenting have been a masterclass in letting go.
Our daughters are 21, 19, and 17and all in that season of becoming adults. And it’s such an interesting transition as a parent. For years, your role is all about structure, direction, and control. You help guide their move, their decision and their outcomes.

But at some point, you realize that gripping tighter doesn’t work anymore and that force stops helping. And the best thing you can do is release control so they can grow into who they’re meant to be (and oh my GOSH, is this hard!!)

So many business owners hold on to everything - the marketing, the messaging, the outreach, the content creation- believing that control equals growth.
But in reality, it’s the opposite.
When you try to do it all yourself, you limit what’s possible.
You stay in maintenance mode instead of expansion mode.

Letting go-  bringing in strategic help, trusting experts, and building systems that support your growth- is what actually moves you forward.

That’s the transformation we help our clients make. They stop running their business like a solo project and start leading it like a brand. Because when you release control with intention, you don’t lose your voice- you gain momentum.
That’s where the real growth happens.

Helping recruiters attract clients & scale with magnetic, done for you marketing content. I'm your new fractional CMO.

I'm going to say something bold that I feel really convicted about right now.


You don’t need another tool.
You need accountability.

Yesterday on our strategy call, we helped our clients set up their email systems and map out how to start sending consistent emails to their warm list and everyone got their email scheduled to send. 

And what I heard again and again was the same thing I hear from every recruiter and business owner we work with:
 “I know I should be doing X. I just can't make time for it.”

It’s not that you don’t care-it’s that you’re busy. You’re managing clients, candidates, your team and your personal life and your own to-do list never stops growing.

Most people aren’t missing knowledge. They are definitely not missing tech tools. 

💥 They’re missing structure and accountability.💥

They’re missing someone in their corner who helps them carve out time for the simple things that actually move the needle.

That’s why our clients make progress. Because we don’t just give strategy, we build consistency into their business.

Success isn’t built from what you know you should do- it’s built from what you ACTUALLY do, consistently.

You don’t need another tool- you need accountability, strategy and structure.

Let’s talk about what’s happening on LinkedIn right now.
Over 1 billion users.
Less than 1% post consistently.
That means most people aren’t invisible because they don’t exist. They’re invisible because they’re silent.

Silence will erase your brand. And ultimately your business. 

If you’re a recruiter, this should make you nervous because the game is changing fast. AI can already write outreach messages, source candidates and  screen resumes. Who knows what is coming next. 

What it can't replace is YOUR brand.

I've been in marketing for a long time now and this industry has been way late to the marketing game. But that window is closing- we see it regularly in our marketing agency built just for recruiters. 

I really think in the next 24 months, every serious recruiter will be creating content because they know they have to in order to stay relevant. 

If you’re not building your brand now, you’re leaving money on the table to the ones who are.
We created the Magnetic Recruiter Guide  to help you bridge that gap.

Inside, you’ll learn how to:
-Build authority so you’re seen as the obvious choice in your niche
-Stay consistent so your message doesn’t disappear in the noise
-Create content that converts into calls and contracts

The market is changing whether you’re ready or not.
And the recruiters who adapt now are the ones who’ll own the next chapter.
Comment “Guide” below and I’ll send you the link.

Behind the brand, beyond the meetings.
I finally created a space to share what’s inspiring ME lately-
Imagine you and I at coffee with 30 minutes to dive into ALL the things. 

The ideas, books, products, and reflections that fuel both life and business.
It’s called Lex Letters on Substack and it’s for women building big things and wanting it to feel good, too.

Business and branding to beauty, style and food. For all the women who love building ALL things beautifully.

October Obsessions goes out tomorrow. Link in the comments to subscribe!

Something new is coming.
Donnie Gupton 🦅 and I are about to publish our Inbound Playbook. This is a free resource built for recruiters who are ready to attract business, not chase it.

This isn’t another giant, multi-page PDF that leaves you wondering at the end what tips you actually gained from it.  
It’s the blueprint behind how our clients turn ordinary content into consistent inbound opportunities.

Inside, you’ll learn how to:
 -Show up with authority, not just activity
 -Post consistently using 20 proven content frameworks that attract and convert
 -Turn attention into opportunity with our Lead · Serve · Connect model
 -Run a 30-Day Challenge to see exactly what drives momentum in your market

This is the system behind the growth and the structure that turns effort into results.

Because when you stop guessing and start creating with intention, your brand becomes magnetic.

Tomorrow it goes live. If you want early access today, comment ME and I'll DM you with it.

Last week, one of our clients had two companies reach out directly- 
both ready to work with him.
No cold calls. No chasing.

Both came through his LinkedIn content.
Here's what they said: “We already know you’re the one who can help us.”

That’s not luck. That’s the Magnetic Recruiter Method at work.
It’s how recruiters move from chasing to attracting- by building a brand that makes people trust them before they ever get on a call.

Here’s what’s behind it:
 ✅ Authority Positioning: so you become the obvious choice in your niche
 ✅ Pipeline Build: so the right people actually see your content
 ✅ Content Conversion: so posts turn into conversations, and conversations into clients
 ✅ Follow-Up Framework: so nothing slips through the cracks once the leads start flowing

When these pieces work together, inbound leads aren’t random anymore- they’re predictable.

If you’re ready to build a brand that pulls the right clients to you our system is the system that does it.

DM me “Magnetic” and I’ll share how we help recruiters attract, convert, and grow using this method.

taplio

The Battle

James Dyson Jr

Alexis Albright Meschi

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taplio

The Battle

James Dyson Jr

Alexis Albright Meschi

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);}James Dyson Jr's LinkedIn Performance

Performance ScoreAlexis Albright Meschi's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreJames Dyson Jr's LinkedIn Performance