Lauren Surman

If I Can’t, My Network Can | Placing The Right People In The Right Roles | Fixing Your Job Search Strategy | Live Every Friday on The Friday Live With Lauren Show

Welcome!

There's always something happening over here so let me break it down for you 👇

𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐒𝐞𝐫𝐯𝐢𝐜𝐞𝐬 - Retained & Contingent [𝘸𝘸𝘸.𝘭𝘦𝘴𝘴𝘰𝘯𝘴𝘸𝘪𝘵𝘩𝘭𝘢𝘶𝘳𝘦𝘯.𝘤𝘰]

𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐢𝐧𝐠 𝐏𝐚𝐜𝐤𝐚𝐠𝐞𝐬 - Staffing, Growth, Strategic Planning, + More [𝘸𝘸𝘸.𝘭𝘦𝘴𝘴𝘰𝘯𝘴𝘸𝘪𝘵𝘩𝘭𝘢𝘶𝘳𝘦𝘯.𝘤𝘰]

𝐉𝐨𝐛 𝐒𝐞𝐚𝐫𝐜𝐡 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐒𝐞𝐬𝐬𝐢𝐨𝐧𝐬 - Find Your Next Role in 90 Days [𝘸𝘸𝘸.𝘭𝘦𝘴𝘴𝘰𝘯𝘴𝘸𝘪𝘵𝘩𝘭𝘢𝘶𝘳𝘦𝘯.𝘤𝘰]
 
𝐓𝐡𝐞 𝐅𝐫𝐢𝐝𝐚𝐲 𝐋𝐢𝐯𝐞 𝐖𝐢𝐭𝐡 𝐋𝐚𝐮𝐫𝐞𝐧 𝐒𝐡𝐨𝐰 - Each Week at 3pm Eastern [𝘸𝘸𝘸.𝘭𝘪𝘯𝘬𝘦𝘥𝘪𝘯.𝘤𝘰𝘮/𝘤𝘰𝘮𝘱𝘢𝘯𝘺/𝘵𝘩𝘦-𝘧𝘳𝘪𝘥𝘢𝘺-𝘭𝘪𝘷𝘦-𝘸𝘪𝘵𝘩-𝘭𝘢𝘶𝘳𝘦𝘯-𝘴𝘩𝘰𝘸]

I don't respond to every LinkedIn DM, so if you need me email me at Lauren@Lessonswithlauren.co and yes it's .co not .com 

If you are a job seeker and want me to put your email in my database to scan when I get open roles please email your resume in a .doc format to lauren@lessonswithlauren.co with the subject line New Candidate Resume. Please do not DM me your resume or ask me to keep you in mind for upcoming opportunities. Instead please email your resume or apply for one of the open roles I have posted. 

My background spans from hospitality to construction then sales, I've started multiple companies and am currently loving growing my own recruiting and consulting agency, LWL Consulting. I love to go to local networking events and want to keep growing my local network. 

I work in Boca Raton Florida at a wonderful space with tons of co-working space - if you are ever in South Florida and looking for a great place to work reach out to me. 

Cheers and thanks for being here 🙌

Recruiter

Build right. Hire right. Rebel forever.

I'm a fractional Head of Talent for Series A-C startups and defense contractors. I build recruiting infrastructure companies own forever, ATS workflows, sourcing frameworks, scorecards, pipelines; then close critical hires in under 30 days.

My path wasn't traditional: TGI Fridays → booking bands → managing tours → 14 years in recruiting. It taught me to spot talent fast, sell with conviction, and treat every search like representation. I operate like an agent, take care of both sides, protect the brand, close the deal.

Currently: Fractional Head of Talent at EarthDaily Federal (geospatial intelligence, defense). Board member at Underground Admins.

Author: Head and Heart: Winning the AI Recruiting War

richie@rebeltalentsystems.com | rebeltalentsystems.com

Richie Lampani

REMOTE GovCon Sales roles - 3 total. Get some. Share. Tag people. 

EarthDaily Federal is beginning to stand up two critical growth functions.

These are not experimental seats. These are structure, leverage, and execution roles.

Director of Strategic Partnerships
Owns the partner ecosystem end to end. Identification, alignment, structuring, and clean handoff into delivery.

No logo collecting.

No “strategic conversations” that die in contracting.

These partnerships have to convert into real work and survive legal, finance, and delivery.

Director of Sales Execution (Deal Closer)

Late-stage execution only. This is not pipeline generation.

You take approved opportunities and move them across the line. Pricing, OTAs, SOWs, MSAs, internal approvals, timelines, and a clean handoff to delivery. Precision matters.

Both roles report into growth leadership.

Real authority. Real accountability.

I’m starting exploratory conversations now. No hard hiring timeline yet. Likely next quarter. This is mutual fact-finding for both sides.
_____________________________________________________________________
Separate search. Discreet client via Underground Admins.

Head of Defense Sales
This one is live and interviewing immediately.

Series B. Commercially proven. Highly respected in the data encryption space. Now building their DoD function the right way.

This is a build-from-zero mandate.

You own defense GTM, pipeline creation, partner strategy, and closing. You are building the motion, not inheriting one. Strategy, capture, relationships, and execution all sit with you.

Senior IC to start, with a clear path to building the team.

Strong base (~$200k) plus meaningful upside.

Remote-friendly, preference for defense hubs.

If you’ve actually built and closed in DoD and want to stand something up properly, this is a serious opportunity.

All three roles require deep networks selling software or adjacent tech into DoD.

US citizenship required. Clearance history strongly preferred.
If you’re a fit, DM me.
If you know someone who is, make the introduction.
Sorry agencies I'm all good on the help on these. No 3rd or 4th parties.

Fractional Head of Talent | Series A-C Startups & Defense | Author & Talent Strategist

I once got fired from a job I didn't even like for being “maniacal.”


Not late.

Not incompetent.

Not toxic.

Maniacal.

Translation: I moved too fast, asked too many hard questions, and kept fixing things no one had formally scheduled to be fixed.

In my defense, there were problems.

In their defense, I probably looked like a caffeinated consultant who had just discovered Slack.

There is such a thing as being overqualified.

There is also such a thing as being three steps ahead of an organization that is still debating step one.

And yes, there is such a thing as needing to dial it down from “operational reformer” to “employed adult.”

Here is the part no one tells you:
Sometimes you are not wrong about the work.
You are just wrong for the room.

If you are in a place where:
Hard questions get labeled “maniacal.”
Fixing obvious problems is treated like a threat.
Speed is praised in decks and punished in practice.
You are not a culture fit.
You are a future fit, trapped in a past tense company.

So before you internalize that feedback as “too intense” or “too much,” ask a better question:
Is the problem my ambition, or is the problem that this room was never built to hold it?

Because sometimes you are wrong.
Sometimes you do need to slow down, listen more, and stop trying to refactor the entire org chart in week three.

And sometimes you are right, you are early, and you are still extremely annoying about it.

But if you keep getting punished for seeing what is obviously broken, the lesson is not “stop seeing.”

The lesson is “find a better room, or at least one that understands your brand of crazy"

I learned a bit of both and have not considered working for Outback Steakhouse since. Nor will I again.

Fractional Head of Talent | Series A-C Startups & Defense | Author & Talent Strategist | Former TGI Fridays Flair Champ

I mean, this is the raddest recruiter merch ever. Thanks for the idea Victor DeJesus

Also if you're in the cleared/GovCon space, you should follow him and these peole....

Jessica 🌿🌙 Reynolds (ft. MHRM, MBA)
Aaron H.
Amy Israeli
Matt Schwope
Sean Vary
Sean Jönsson
Amanda Davis
Marisol Maloney
Kristin M.


and many more in my network. I can honestly say I've been working the cleared space for a while now and even with everything in the job market being screwy, we've ALWAYS had open roles.

New Edition - The Effort it Takes to Ruin a New Hire.

They’re already leaving. Not because of comp bands, or remote policy, or your latest engagement initiative. They’re leaving because of what their brai

Open article: The Great Resignation Doesn't Hold A Candle to What's Next...  by Richie Lampani • 8 min read

The Great Resignation Doesn't Hold A Candle to What's Next...

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The Battle

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The Battle

Lauren Surman

Richie Lampani

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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);}Richie Lampani's LinkedIn Performance

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