Tired of the long timelines and high costs of hiring? 

As the Founder/CEO of Think Evolutionary, I provide on-demand access to top-tier talent leadership, giving your business 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.

At Think Evolutionary, we provide access to top-tier talent flexible pricing options built for each company. Our approach is centered on understanding your organization’s unique needs and challenges, offering:

Fractional Executives Placements
Executive Search 
Contractor and Direct Hiring Placements
Embedded Recruitment Services 

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

* Connect with me here on LinkedIn

Together, let's elevate your talent game and position your business for sustainable growth.

James Jr

🚨 Confidential Search: Fractional (or FT) Controller | Northern Virginia 🚨 

I’m leading a confidential search for a Controller to step into a major player in the Construction/AEC space here in NoVa.

This isn't a "maintenance" role; it’s a leadership seat for someone who understands the high-stakes financial mechanics of the construction world.

The Setup: We are looking for a heavy hitter who can hit the ground running. My client is open to two structures:
Fractional: ~30+ hours/week (Immediate start preferred).
Full-Time: 4 days onsite / 1 day remote.


The Mission: Reporting directly to the CFO, you’ll lead the Assistant Controller and the broader accounting team. We need someone to own the financial narrative, not just the entries.

The Essentials:

The Technical: Deep experience with ASC 606 and Percentage-of-Completion (POC) accounting is non-negotiable.
The Pedigree: 10+ years of progressive leadership; CPA or MBA is strongly preferred.
Industry DNA: You know the rhythms of Construction, Engineering, or Utilities.
The Tools: High-level ERP proficiency and Advanced Excel skills.


If you’re a fractional leader who thrives on cleaning up complex revenue recognition and scaling financial operations for a large-scale firm, this is your next anchor project.

DM or email me directly to discuss the client and the specifics in confidence.
james.dyson@thinkevolutionary.com

James Dyson Jr

CEO/Founder - Think Evolutionary | We offer Workforce Development, RPO, Contract Staffing & Retained Searches | 25+ years of Talent Engineering Expertise | Talent Solutions Provider

We are currently leading a confidential search for a key leadership role in the Northern Virginia construction space. 

My client is looking for a Controller who not only manages the books but also owns the business's financial narrative.

We are looking for a heavy hitter, someone who understands that in the AEC and construction world, the "how" of the numbers is just as important as the "what."

Flexibility by Design
We aren't interested in rigid boxes; we’re interested in talent. This role is structured to meet a high-level leader who can be:

-> Full-Time: Onsite 4 days (1 day remote) to deeply integrate with the team. OR 
-> Fractional: 30+ hours per week for the consultant-minded leader who can hit the ground running.

The Mission
Reporting directly to the CFO and leading a dedicated accounting team. This isn't about maintaining the status quo; it’s about operational excellence. 

You’ll be:
-> Mastering the Mechanics: Driving ASC 606 revenue recognition and percentage-of-completion accounting.
-> Strategic Partnering: Translating complex GAAP data into actionable insights for the CFO.
-> System Optimization: Leveraging ERPs and advanced Excel to keep the "financial story" crystal clear.

The Profile
-> Experience: 10+ years of progressive accounting leadership.
-> Industry DNA: Construction or AEC experience is strongly preferred
-> Credentials: CPA or MBA is the gold standard here.
->The "X" Factor: You enjoy the build. You like scaling operations and mentoring a team to be their best.

Good People Know Good People
Think Evolutionary is all about connecting elite talent with firms that actually value their impact. If this sounds like your next move, or if you know a finance leader who is currently "under the radar," let’s talk.

Message here directly or email me, james.dyson@thinkevolutionary.com to discuss the details in confidence.

We're Hiring! Exciting Opportunities Across the U.S.

At Think Evolutionary, LLC, we engineer scalable human capital, and we're currently recruiting for outstanding roles on behalf of our client. Whether you're ready for your next move or know someone who is, let's talk!

Healthcare & Clinical Roles

Psychologist | $120K – $150K 📍 Abilene, TX | El Paso, TX | Concord, NH
Audiologist | $90K – $130K 📍 El Paso, TX | Abilene, TX
Nurse Practitioner / Physician Assistant | $110K – $150K 📍 Warwick, RI | Wexford, PA

Technology / Cleared Professionals

Sr. Oracle DBA/Engineer (Exadata) | $225K – $250K 📍 Annapolis Junction, MD | Active TS/SCI with Full Scope Polygraph required

These aren't just jobs — they're opportunities to do meaningful work with competitive compensation in locations across the country.

✅ Competitive salaries
✅ Opportunities in healthcare, federal contracting & tech
✅ Multiple locations available

Know someone who'd be a great fit? Tag them below or share this post — your referral could change someone's career trajectory. 

View all open roles & apply here: 🔗 https://lnkd.in/eMSE8546

DM us directly or reach out to our team to learn more about any of these positions.

Think Evolutionary, LLC | Engineering Scalable Human Capital 
#Hiring #NowHiring #Healthcare #Psychologist #Audiologist #NursePractitioner #PhysicianAssistant #OracleDBA #ClearedJobs #TSSCI #FederalJobs #HealthcareJobs #CareerOpportunities #TalentAcquisition #ThinkEvolutionary

So many employers miss amazing employees because they are judging the book by its cover.  Sometimes you have to read a little bit to understand better who the person is and why their career took the course it did.

Sometimes, just an email to ask about someone's path can change someone's life.

CEO & Founder @ Aligned Recruitment | Top Tech Recruiter

Average employers: You're job hoppy. We can't hire you.

Amazing employers: You're job hoppy. Tell us more. 

Job hoppiness doesn't mean people are flaky.

It means the world has fallen apart several times since 2020. 

Give people a shot!

Right now, some of our clients are drowning in resumes and missing the top 1% in the noise. Others face a talent drought and are panic-hiring just to fill the seat.

Same market dynamics, opposite hiring breakdowns. One common cause: a talent process that was never built to handle either storm.

I wrote about this at length, the two opposing pressures hitting IT, Engineering/AEC, and GovCon firms, what the data says it's actually costing you, and what it looks like to build a hiring infrastructure that holds its quality bar, whether talent is scarce or abundant.

As you're developing your workforce plans and hiring for Q2/Q3, this one's worth five minutes of your time.

Click below and let me know your thoughts!

#TalentStrategy #GovCon #EngineeringHiring #ThinkEvolutionary #WorkforceDevelopment #TheEvolutionaryWay

In the current market, "finding people" isn't the problem—orchestration is. We are living through a strange paradox in talent acquisition, and nowhere

Open article: Market Volatility Is a Stress Test for Your Talent Infrastructure by James Dyson Jr • 6 min read

Market Volatility Is a Stress Test for Your Talent Infrastructure

🚨 Controller Opportunity | Commercial Construction | Northern Virginia 🚨 

I’m working on a confidential search for a Controller with strong commercial construction accounting experience.

This leader will report to the CFO, oversee the accounting function, and manage an Assistant Controller and team.

We’re looking for someone who understands the real mechanics of construction finance:

• GAAP financial reporting
 • ASC 606 revenue recognition
 • Percentage-of-completion accounting
 • Strong ERP and advanced Excel skills

Flexible structure depending on the candidate:

• Full-Time Controller – 4 days onsite / 1 day remote
 • Fractional Controller – ~30+ hours per week with the ability to start quickly

If you’re a Controller in the DC / Northern Virginia construction market, or know someone great, send me a message.

Always appreciate strong referrals.

50 Years of Experience. Zero Interest in "Traditional" Consulting

When John Redmond and I created the "Evolutionary Workforce Framework", we didn't do it to write 60-page reports that sit on a shelf. We did it because we saw a systemic failure in how high-stakes firms manage their most important asset: People!

We operate under a simple, non-negotiable mandate:

1.  Stabilize Hiring: Move from reactive "panic-buying" to predictive capacity.

2.  Cost Control & Predictability: Turn the variable, high-cost "headhunter fee" into a predictable, high-ROI operational line item.

3.  Modernize Infrastructure: Harmonize your tech stack so your team spends more time on relationships and less on data entry.

4.  Reduce Dependency: Our ultimate goal is to work ourselves out of a job by increasing your internal team's expertise and capacity.

Our work is collaborative and intense. We typically define projects to be delivered in 90-120 days. Because we embed ourselves so deeply into your leadership team, we intentionally limit our engagements to 2-3 active projects per quarter.

As we consider Q2 and Q3 engagements, we are currently talking to select IT, Engineering/AEC, GovCon, and growth-stage organizations where talent strategy is the primary driver of the P&L, not a future agenda item.

Engagements are confirmed on a first-fit basis following a qualification conversation. If your decision timeline is ready to move from "discussion" to "delivery," let’s talk.

Put "WORKFORCE" in the Chat or message us here, Think Evolutionary, LLC to learn more!!

#FractionalLeadership #WorkforceArchitecture #CEOAdvisory #ThinkEvolutionary #ModernWorkforce

I read in a post where Ben Browning said, “Recruitment is the world’s most valuable professional service.”

And I couldn't agree more!!!

Most companies nod at that idea… and then budget for hiring like its printer paper.

We say talent is our competitive advantage.
Then we hand the decision process to whoever has a free calendar, assume AI can replace judgment, and negotiate down the very function that determines who represents our brand to clients.

Here’s the disconnect:

If your business sells expertise, execution, advice, or service…
your product is people.

Yet organizations routinely try to acquire that product at the lowest possible cost and with the least intentional process. Then they’re surprised when performance stalls, managers spend their time fixing mistakes, and growth plateaus.

Recruiting isn’t a resume collection.
It’s risk management.

Great recruiting answers:

-> What capability do we actually need?
-> Who succeeds specifically here, not just anywhere?
-> Why would that person choose us?
-> What future problems does this hire prevent?

AI can accelerate information.
It cannot replace judgment.

When hiring is treated as transactional, companies fill seats.
When it’s treated as strategic, companies build capacity.

The firms that scale the easiest aren’t lucky.
They simply make better decisions earlier in the lifecycle.

You don’t fix business problems later with management effort.
You prevent them upfront with disciplined talent decisions.

That’s why recruitment isn’t an HR activity.

It’s an economic one.

hireEZ

SpeakEZ Podcast: Podcast For Recruiters, By Recruiters 
https://explore.hireez.com/speakez-podcast/

Outbound Recruiting Academy: Free Recruiting Courses  https://academy.hireez.com/page/courses

Sales and marketing leader

Customer Marketing Specialist SpeakEZ Podcast Host, Outbound Recruiting Academy Leader

Succession Search Partners

Owner of Succession Search Partners

Executive Recruiting and Sourcing

Amazon Web Services (AWS)

- Talent Sourcing Leader at Amazon, overseeing a team of 6+ direct reports for strategic initiatives.
- Successfully sourced and recruited the first Amazon Air Senior Software Development Engineer (SDE).
- Managed a team of 6+ direct reports; achieved 163 offer accepts in 2020.
- Personally sourced 38 SDE/SDM Offers YTD in 2021.
- Created, led, and executed bi-weekly ALL AWS business spotlight calls, collaborating cross-functionally with VPs throughout the company.
- Responsible for filling 24 interview slots per week as a team.
- Maintained a 4:1 Interview to Offer ratio.
- Strategically sourced for various software development positions nationwide and Canada.
- Developed strategic partnerships with stakeholders across the entire AWS business line.
- Led a Diversity and Inclusion group responsible for increasing diversity hires by 10% annually.
- Partnered with hiring teams to build effective sourcing, assessment, and closing approaches, demonstrating ROI understanding.
- Conducted market research to map markets and generate candidate names and profiles.
- Created and executed robust search strategies to attract top talent, calibrating candidates with hiring managers.
- Prepared/contributed to search status reports and led/participated in client update meetings on active searches.
- Built and maintained a network of potential candidates through proactive market research and ongoing relationship management.
- Conducted in-depth candidate interviews, demonstrating the ability to anticipate hiring manager preferences.
- Articulated recruiting plans with deliverables, timelines, and formal tracking processes.
- Screened, interviewed, and prepared candidate slates within appropriate timelines.
- Onboarded new hires and facilitated training.
- Utilized Boolean searches to develop applicant portfolios for expected openings.
- Planned and launched large-scale events that enhanced employee collaboration.

Sr. Technical Sourcing Lead (6+ direct reports)

Vista Outdoor Inc.

•I support all recruitment and sourcing efforts for  IT,  E-Commerce, Finance, Sales, Marketing, Corporate etc.
•I source all IT roles for the entire company by myself for 51 different brands across the nation
•Leading the team in time to fill and quality of hire metrics supporting 30+ Reqs 
•I Coordinate interviews needs such as travel, assessments, interviewing candidates as well as providing communication to the interview team - create offer letters, manage contingency process and on boarded new employees 
•Lead assessment process on campus - Managed summer internship program by planning and implementing events to build relationships, led the process for evaluation and selection of schools, diversity organizations and campus recruiters
•Collaborated with university teams to build campus recruiting strategies to fulfill goals by executing on campus career fairs, interview days, events and recruiting activities
•Consulted and advised recruiters/interviewers/supervisors on ways to improve the recruitment and retention of a diverse workforce
•Facilitated the Onboarding process for new employees, providing mentorship when appropriate by collaborating with cross functional team members
•Consult with internal clients on labor trends, competitor talent insight, interviewing techniques, hiring decisions and market data
•Build a pipeline of talented candidates that fit the profile of the company's core competencies; review resumes and credentials for appropriateness of skills and experience in relation to position requirements; create and present prescreening questions to hiring managers for collaboration and approval
•I provide, track and update metrics / data on sourcing efforts, sourcing results, supply & demand of talent, and industry standards
•Ability to conduct searches on various mediums and to ensure searches are OFCCP compliant

Full cycle Recruiting | Talent Acquisition |  Workday  |  ATS  | Business Partner  | Recruiter  | HR  | Manager  | Sourcing  | Boolean

Full desk Senior Talent Acquistion Business Partner

Aerotek

•	Managed recruits and book of business by acting as intermediary between clients and candidates
•	Sourced passive candidates through many different sourcing tools
•	80-100 cold calls daily; interviewed 12-25 candidates on a biweekly basis
•	Reviewed applications and resumes, recruited candidates based on specific searches
•	Reviewed benefits package with candidates, quoted pay rates/ bill rates to candidates and clients respectively; approved time sheets
•	Maintain proper documentation for worker's compensation reports, unemployment forms, training and certifications, I9 authorizations, and worksite evaluations.
•	Work with local industries to coordinate job fairs and recruiting events. Brain storm new initiates for generating revenue beyond the staffing concept.
•	Manage a database of prospective clients by using promotional emails, cold calls, visits and mailers
•	Partnered with HR Managers and Controllers/CFOs to identify top candidates, established bill rates & salary ranges, start dates, and other incentives

Aerotek® Inc. is a leading provider of technical, professional and industrial recruiting and staffing services. We are part of Allegis Group® Inc., the largest staffing company in the U.S. and the fourth largest staffing company in the world. Aerotek operates a network of more than 200 non-franchised offices throughout the U.S., Canada and Europe. To learn more about Aerotek and see a complete list of our locations, visit our website at www.aerotek.com.

Outside Sales | Relationship Building | Sourcing | Recruitment Strategy | Phone Screens | Cold Calling | Client Management | Contract Negotiation | Interview Process | Full Cycle Recruiting | Sales | Recruiter Management | RFP | Contractor Conversion |     


• Warehouse and Distribution
• Manufacturing and Factory
• Light Technical
• Skilled Trade and Maintenance
• Clerical and Administrative
• Managerial and Supervisor Roles

Recruiting/Sourcing Manager (3+ direct reports)

•	Received a promotion by proving to be consistently capable of finding qualified candidates for positions within Finance, Administration, Scientific, Engineering, Manufacturing, and IT.
•	Develop job descriptions per clients’ needs
•	Source candidates using ATS, internet sites (LinkedIn, Monster, Indeed, CareerBuilder)
• Identified qualified candidates through various, creative recruiting tools 
• Screened and interviewed qualified candidates for current and future job requirements 
• Completed client specific pre-employment processes, including reference checks and background/drug tests 
•Worked with the Account Managers to identify top accounts, skill sets and key market segments and built networks and pipelines of candidates that aligned within said skill sets
•Exceeded both quality and quantity metric goals while driving full utilization of internal proprietary “Recruiter Workspace” Applicant Tracking System •
Provided continuous development and training to Recruiters at all stages in their career 
•Identified gaps in Recruiters ability to execute on company goals/initiatives and come up with training to help close these gaps 
• Oversees university/college recruiting, career fairs and internship programs.
•Supported consulting engagements to assist clients in workforce planning, placement, and costs.
•Understands EEOC and OFCCP employment guidelines.

Specific Skill sets Include but are not limited to:
- Warehouse/Distribution
- Skilled Manufacturing
- Machinist
- Maintenance
- Welding
- Medical Device
- Mechanical/Electronic Assembly
- General Labor/Production
- Quality Inspectors
-Engineering
- Finance
- Leadership

Talent Acquisition | Sourcing | Training Teams |  Market Data | Talent Communities | Labor Market Analytics | Recruitment | Salesforce CRM | Candidate Experience | Sourcing | Recruitment Strategy | Phone Screens | Phone Sourcing | Client Management | Cold Calls | Interview Process | Full Cycle Recruiting | Sales Calls | Sourcer| | Recruiter |

Full Cycle Sourcer/ Recruiter

I'm a seasoned Senior Level Recruiter with expertise in Executive Search, Full Cycle Recruitment, and Sourcing Leadership. Actively looking for roles that demand strategic talent acquisition and a drive for excellence. Open to all opportunities below. 

💼 Executive Search: Proven success in placing top-tier talent in pivotal leadership positions.
🔍 Full Cycle Recruitment: Skilled in aligning recruitment strategies with business goals.
🌐 Sourcing or Recruiting Lead/Manager: Proficient in discovering top passive candidates for a competitive edge.

#SeniorRecruiter #ExecutiveSearch #TalentAcquisition #SourcingLead #FullCycleRecruitment #RecruitmentStrategies #OpenToWork

I have over 10+ years of full-cycle recruiting & sourcing management experience with 75+ recommendations from my HR/recruiting partners and candidates. In my career I have led teams of 6+ at Amazon and I am passionate about connecting top talent with leading companies in the IT, engineering, and finance sectors. Most recently I worked as a Sr. Full Cycle Executive Recruiting at Meta, where I recruit the best of the best executives  (VP, Director, Confidential search) in tech for one of the most innovative and influential social media platforms in the world. I also run my own executive search and talent acquisition firm, Succession Search Partners, where I specialize in supporting IT, engineering, and finance roles, and offer strategic succession planning and talent mapping services to my clients.

In addition, I host a podcast called Succession Talks, where I share insights, trends, and best practices in the executive search and recruiting industry, and interview successful leaders and professionals from various fields. I also volunteer at SourceCon, a community for sourcing and recruiting professionals, where I contribute to the knowledge sharing and networking among my peers.

Candidate Searching, Recruitment Management, New Hire Onboarding, Employee Hiring, Workforce  Planning, Full Cycle Recruiting, LinkedIn Recruiter, Hiretual, Job boards, Beamery, Resume Databases,HireEZ, Internet Boolean Searches, iCIMS, ADP, Workday, Facebook, Indeed, talent map, campus recruiting Recruiter Full cycle recruiting sourcing diversity Internet sourcing Advanced Boolean Search Technical Recruiting Database Sourcing Training Talent Acquisition Interviewing Networking Executive Search

taplio

The Battle

James Jr

Daniel Harten

Followers

Posts

Engagements

Likes

Performance ScoreJames Jr's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

James Jr

Daniel Harten

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 Jr's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreJames Jr's LinkedIn Performance