Jordana Matsos

Recruiter

#TheSalesRecruiter | 5x Sales Leader 👩‍💼 | $1M💰 Startup Founder -Sales Advisor & Mentor -HR Consultant | Inspiring A New Way of Hiring 🙌 | Do Something Different Today!📱

After years in Sales Leadership, I walked away from a Corporate Sales Career path to fix a problem that plagued me in every role, at every company I worked for.

Hiring the right Sales Talent. Why did this have to be so difficult? So political and painful?

I started a niche Recruitment agency, finding top sales talent for companies exactly like the ones I used to work at! 

Before this?
1998-2003 - You name it, I did it. Call Center work, Grocery stores, Door-to-Door sales, Funeral Services - I wanted to sell, connect with people and make money!

2003: Graduated from McMaster University in Human Resources Management.

2004-2009: Decided that Sales offered me better career options. Worked for startups, media, telco and newspaper companies honing my sales craft as a Rep.

2010-2019 - Started and scaled my Sales Leadership Career from Manager - Director - VP in tech, media, supply chain, advertising, consulting and startups. Focused most of my energy on building profitable Sales Divisions in North America.

2020 - Left Corporate Sales to help companies hire the best Talent by Recruiting and Consulting

2021 - Founded hirequity Recruitment Agency to niche-down recruiting Sales Talent for North American companies needing entry-level, mid-level and executive level Sales roles.

✅ 2024 - Founded "Recruiter Secrets Revealed" 
A Platform, Resource Centre and Courses to give you Recruiter insider knowledge to crack the code on how recruiters and hiring managers FIND YOU, VET YOU, and HIRE YOU. 

 ➡️ 30-Day Dealbreaker Program - how to succeed in your new role in the first 30 days!

✔️ Built and hired sales teams that consistently blew past targets as a 5x Sales Leader

✔️ Recruited CROs and Directors who drove massive profitability

✔️ Constructed high-performing sales divisions that connected with customers and satisfied shareholders using my HR knowledge and education

✔️ Speaker, Advisor, Consultant  - inspiring thousands of salespeople to crush their goals despite setbacks (because I got fired a few times and faced discrimination that created a resilient attitude)

“The Sales Recruiter”—because when it comes to finding and hiring top-tier sales talent, there’s no room for guesswork. 

I’ve lived your Sales Career challenges. 
I'm sharing free content and knowledge to help you solve them!

Founder & Managing Director

hirequity is a Sales-focused hiring practice and Recruitment Agency.  We source Sale Talent and are a consultancy formed to practice ethical hiring practices. 
Our recruiters have "lived" sales experiences to bring your Sales Division talent that other agencies who haven't worked a day in corporate, simply can't!

Grow your business, your vision, your team and your community. 

Accountability, an authentic and consultative, cutting-edge approach to recruitment and hiring. Everyone deserves the opportunity to prove their unique value!

Don't simply transform your work. Transform your hiring.

The 15 Minute Trend: Why Hiring Managers are cutting your first interview down to brief introduction.

The 15-minute interview invite feels like a slap in the face. 👋

You have 20 years of experience. 
You’ve led teams. 
You’ve sold millions in revenue.

And a Hiring Manager sends you a calendar invite for... 15 minutes.

It feels disrespectful. It feels rushed. 

But as a former VP of Sales turned Recruiter, I’m going to tell you the truth HR won't:
It’s not an introduction. It’s an elimination round. It's about Risk Assessment.

They aren't looking for a reason to hire you yet. They are looking for one single reason to delete you.
If you spend the first 5 minutes on small talk and the next 5 on your chronological life story... Congratulations, you just wasted your time.

Stop "interviewing." Start pitching. 

You need to condense two decades of experience into a 2-minute hook that screams value, not history.

If you can't explain your ROI in under 120 seconds, you won't get the second call.

If you are a sales professional over 40, this is where you are likely getting stuck. 

Why? Because you have too much experience to fit into a 15-minute box. 

So you rush. You ramble. Or you try to be polite and "warm up" the interviewer.

To survive it, you have to abandon the old way of interviewing.
❌ Don't: Walk them through your resume from 2005 to now. 
✅ Do: Hit them with a "Pro Pitch" in the first 2 minutes.

Your pitch needs to answer three things immediately:
👉🏻Who you help.
👉🏻How you made money for your last company.
👉🏻Why you are at this table right now.

If you are getting the first call but never the second... it’s not your experience. It’s your pitch. 

#JobSearch #CareerAdvice #RecruiterSecrets

Recruiter & Headhunter | Helping Companies Find Sales Talent | 5X Sales Leader | COURSE OUT NOW: “Recruiter Secrets Revealed 🤫How to Get Your Next Sales Role”

If we agree on everything, one of us is probably lying. 🤝

When I see this Interview mistake, I cringe. 

A CEO rejects a killer Sales VP because they "didn't vibe" on a personal level. 

Or a candidate tanks an interview because they were too afraid to challenge the Founder’s worldview.

Agreement is cheap. Alignment is expensive.

We confuse the two constantly. 

And it’s costing you time, money and clients.

10 years ago, I interviewed for a Sales Manager role. The CEO was obsessed with Relationship Based Selling.

It was THE only way to sell in his mind. He asked me what I believed in.

I could have lied.
I could have nodded and said, "Oh yeah, I love teaching, tailoring, and taking control." 
Instead, I told him the truth. 
I told him I believed in Consultative Selling. 

I told him that in his specific industry, being aggressive would burn his territory and drive his prospects away.

He went silent accept for the frustrated look on his face. 
The HR lady looked nervous. I thought I blew it.

I was called back for another interview. 😳 

Why? 

He said, "I think you'll come to see that my way is the best way and I want to give you another chance."

No thank you.

We didn't believe the same things. But we could have been aligned on the outcome.

There is a big difference between Values and Beliefs.

Values are non-negotiable: Integrity. Work ethic. Treating people with respect. If we don't share these, we can't work together.

Beliefs are negotiable: Which sales methodology is best. How to run a Monday morning meeting. Politics, religion, or the best football team. If we don't share these, we absolutely CAN work together.

In fact, the friction usually creates a better strategy.

To the Candidates: Stop trying to be a mirror. If you have a conviction about how to lead sales, say it. If they don't hire you for it, you dodged a bullet.

To the Founders: Stop looking for a "Culture Fit" (someone you want to have a beer with). Start looking for a "Culture Add" (someone who covers your blind spots).

I’ve been doing this for 20 years. The best partnerships I’ve ever seen were between two people who viewed the world differently but walked in the same direction.

👇 
#TheSalesRecruiter #CultureFit  #Recruiting

Founder Interview Cheat Sheet 

How can I get a new Sales job in 2026?
If you're invisible to hiring managers, it's likely not because you're not good enough. 

It's likely because you're playing by rules that were designed to eliminate you.

I've spent 20 years as a Sales Leader with an HR Degree, built teams of 50+, and generated $100M+ in revenue. Then I formally became a Recruiter, started an Agency and saw the system from the inside.

There are strategies to get hired.
And most people don't understand them. 

So, I created: "Recruiter Secrets Revealed"

A unique experience that guides you though: What to Send, Say, and Show to Get Hired in Sales in 2026 from a Sales Recruiter’s perspective. 

Most job seekers don’t need another webinar. 

They need a clear system and direct answers: what to fix on their resume, how to message a recruiter, which roles to target, and how to prep and what to display so interviews convert. 

I've helped 200+ sales professionals land $100K+ roles using this system.

Not because I'm magic or I’m the best at what I do. 

Because I know how the system works.

These candidates accepted change  - used the guidance and got traction, and asked for one place to access it. 

That’s this simple program

10 hours of content. 
REGULARLY: $150
For the month of January it’s 49.

That’s what this gives you - straightforward guidance.

I built a simple toolkit that fixes these problems:
🫣Why Can’t I get hired?
😳Why aren’t I getting the interviews I want?
😭Why aren’t I getting the callbacks?
And why do I get into these jobs only to find that I hate it within the first 30-90 days?

For $49 you get:
 • A resume framework that passes the “so what?” test (with examples)
 • Multiple Resume Formats: ATS-friendly and human-friendly
 • Recruiter DM scripts (apply + follow-up templates)
 • A 5-company targeting playbook (outreach steps + timing)
 • Interview prep sheets (role fit, numbers, objection handling)
 • A 30/60/90 outline you can tailor in under an hour
 • LinkedIn headline formulas that attract recruiter searches
 • A metrics menu to quantify your wins (quota %, new logos, ARR, retention)
And so much more. 

No jargon. Learn. Copy, adjust, deploy.

If $49 gets you one interview you weren’t getting before, it paid for itself. 
Enroll here:

Open article: Hirequity Academy | Master the Sales Hiring Process by hirequityacademy.com

Hirequity Academy | Master the Sales Hiring Process

Mistakes happen, but what if it’s a bad first sales hire?

I’ve helped over 50 startups hire their first salesperson.

It’s a repeatable process that is tailored to the specific clients’ business.

When it goes well, the company thrives with predictable revenue, a well defined ICP, and you start to build a blueprint to scale. 

But when it goes wrong 😫:
You lose momentum, reputational damage, morale, your time gets hijacked for nothing, you burn through cash, your runway evaporates and you get wrong market intelligence leading to bad decisions. 

Join me and a panel of experts to learn How to Hire Your First Salesperson. 

I spent 20 years building sales teams. The first hire is always the hardest—and the most critical.
I’m joining a free webinar on getting it right.

It’s being presented by Innovation Factory where we will discuss important topics like: 

➡️When you’re actually ready to hire (it’s not when you think)
➡️The 3 profiles that work (and which one you need)
➡️How to structure comp with no benchmark
➡️The onboarding mistakes that kill momentum in week one

This is for founders about to make their most expensive hiring decision.

Link in the comments to join. See you there! 
#TheSalesRecruiter

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Kunuwanimano Child and Family Services

Director of People and Culture 

First Source Human Resource Solutions

Dynamic HR Consultant | Expertise in Talent Acquisition, Employee Relations, and HR Strategy | Driving organizational success through effective people management.

Human Resources Consultant

Porcupine Health Unit

Human Resource Officer

PAIB Insurance Inc.

Human Resource & Operations Manager

PBL Insurance Limited

Human Resource Manager 

Davidson de Laplante Insurance Group (Purchased by PBL)

Manager Human Resources and Operations

WIS International

Area Manager

With over seventeen years of experience in human resource management and consulting, I am a dedicated and resourceful Director of People and Culture at Kunuwanimano Child and Family Services, an indigenous children's aid agency that serves the community in Northern Ontario. I am passionate about creating a positive and inclusive work environment for our staff and the community, and I have multiple certifications in sales, marketing, and diversity and inclusion to support my mission.

In addition to my current role, I am also the owner-principal consultant of First Source Human Resource Solutions, a full-service HR consulting firm that provides customized and cost-effective HR solutions for small businesses. I help my clients with recruitment, training, compliance, and strategic planning, leveraging my expertise in employee benefits, performance management, and policy development. I am always curious and eager to learn new skills and best practices in the HR field, and I strive to deliver high-quality and impactful results for my clients and employer.

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