SpliceVideo

Co-Founder & CEO

The Future of Health

Demostack

Spin up a tailored demo environment in minutes.

Head of Storytelling

SalesPitching

Founder

The PPI Group

In charge of revenue development and building sales teams for cruise industry retail partners including Disney, Norwegian, Holland America, P&O, and MSC.

Implemented steps to improve organizational culture with a focus on retention, revenue generation, and enrichment.

Responsible for brand development for Luxury industry leaders such as Diamonds International, Effy, Hublot, John Hardy, Bremont, Crown of Light, and many more.

VP Revenue

CSM Digital LLC

Responsible for procuring and managing CSM Digital’s two largest accounts.

Sold and developed WindowCity’s (North America’s 4th largest window and door manufacturer) online marketing development and doubled their online lead generation within 12 months.

Sold and developed LandoLighting’s traditional and online marketing which grew a 37-year-old brick and mortar location from $7.2M to $13.1M over 4 years.

Director Sales and Marketing

Onboard Media

Responsible for marketing and business development in the Duty Free luxury goods sector.

Finished in the top 3% of sales of over 100 account managers from 2003 - 2006. 

Developed and maintained complex client relationships.

Responsible for the branding and promoting of the in-house television content aboard Royal Caribbean International cruise ships.

Hosted sales events including public presentations (1,500+ member live audience) as well as seminars on luxury goods and brands.

Trained, developed and mentored 25+ new and existing account managers.

Provided marketing and branding consulting to multiple international luxury brands.

International Key Account Manager

Telling tremendous brand stories with video. Executive Storytelling. Event Capture. Case Studies. Product Demos. Showrunner.

I sold 1000's of Swiss Watches on cruise ships telling 1000's of stories.

Here's what I know;

A great story pulls the prospect to the product.

I knew as a kid I wanted to work in radio. So I spent my entire high school career trying to get into Humber College in Toronto to study broadcasting.  I worked in radio and TV for five years and then one day at a party someone asked, 

"Can you do that radio thing on a stage"?

The next thing I knew I stepped onto a cruise ship in Miami (Yes, I have crazy cruise ship stories. Mind blowing stories) and spent over 10,000 hours presenting products from a stage.  

That's how I became a storyteller.

The thing is people think storytelling is something that's out of their reach.

It's not.

I get why you feel you're not a good storyteller. I hear that everyday.

I've been doing this so long I can make you a great storyteller in 30 minutes.

True story.

Want to tell better stories? Message me.

I might even pick you up from the airport in my Jeep.

Nick Capozzi 🎥

Digital Marketing and Technology Recruiter @ Knak Digital | Fractional Talent Acquisition | Hitting Hiring Roadblocks? I can help 🙋🏻‍♀️ Job Search Advisor & Myth Debunker | Baltimore & D.C. 🔊 (Riv-Knack)

Are you struggling to hire tech and marketing talent to keep up with your organization’s growth?

Maybe your internal applications are jammed with tons of inbound resumes, but very few that are actually on target. Meanwhile, your team is buried, deliverables are slipping, and the right roles stay open way too long.

That’s where I come in.

I’m Kelli Hrivnak, a Marketing & Tech Recruiter, who helps hypergrowth companies fill critical roles faster than traditional methods.  For nearly two decades, I've been a trusted ally to small to midmarket businesses in DC, Virginia, and Maryland, building teams that boost revenue, innovation, and collaborative success.  

My background in hospitality and outside sales taught me the art of relationship building and high-pressure, often intense, decision-making skills that translated to the recruiting world.  That experience shaped how I recruit.

Hiring Hurdles Impacting my Clients:

✔️ Speed to hire.   A vacant position is slowing down your project deliverables and product development.
✔️ Hiring surge and internal recruitment/TA team is swamped.
✔️ Burned by past mis-hires and unsuccessful track record of hiring
✔️ No time to review resumes or screen candidates thoroughly.
✔️ Job Postings that result in 100's of applicants with no time to review
✔️ Underlying need to replace underperformers, confidentially
✔️ Skills gap and the relentless competition for the same pool of talent

Knak Digital Solutions:

Placement & Sourcing:
✔️ 30,000+ vetted tech and marketing contacts in our proprietary database
✔️ 100% dedication to networking, sourcing, and interviewing for faster fill times
✔️ Tailored recruiting approach that fits your team’s culture
✔️ Project-based consultants when you don't need full-time specialists

Embedded Recruiting Support:
✔️ On-demand, flexible recruiting help that scales with your needs
✔️ Extra capacity during hiring spikes so your team doesn’t get overloaded
✔️ Alternative model to project-based searches, especially when hiring 3 or more roles.

Talent Consulting:
✔️ Discreet searches for underperformers, leadership changes, and succession planning
✔️ Employer brand support to improve candidate attraction
✔️ Market intel on competitors, salary trends, and talent movement

Ready to break through your hiring bottlenecks?  Let's start a conversation. 

📧 Email: kelli@Knakdigital.com

Search job listings here ▶ https://jobs.crelate.com/portal/knakdigital

Kelli Hrivnak

When you outreach to a Yahoo address thinking it’s inactive…and it delivers.

And they actually write back.  #recruiterwin

IYKYK.

Toggling from tech to GTM recruiting, there is one interesting difference.

In some tech searches, fraud is an issue.  As in bait and switch, deepfakes, or just fraudulent profiles in general.

In GTM, I haven't come across this (yet).   The only deception is the interpretation of results.

Quota numbers.  Millions worth of business.  Strong pipelines.  But the nuance of not knowing team dynamic, support, and strength of territory can change things.

A few weeks ago, I was talking through this exact problem with a sales leader, specifically how to sniff out BS.  So how to get past the actual numbers and understand what a candidate actually did to drive them. 

Because any outcome is only meaningful with context around strategy and process.

Anyone can put those important numbers in a resume.  It's the story behind the numbers that is a differentiator.

What questions are you asking to gain clarity around metrics in a resume?

Attention to my lady community interested in building apps!  

In honor of International Women's Day, Lovable is offering free usage of its platform for 24 hours on March 8th.   Anthropic is throwing in $100 worth of API credits, too.

If you have time next Sunday, this could be a good opportunity to bring an idea to prototype.

Open article: SheBuilds on Lovable for International Women's Day by shebuilds.lovable.app

SheBuilds on Lovable for International Women's Day

Some hiring managers don't see what goes into a search.  Here is what is happening in my day when leaders are focused on scaling business:

🔹Researching the landscape first, before a single outreach goes out. This is mapping competitors, understanding the skill sets, and finding those gems that are adjacent and could be overlooked.  (Yes, there are AI tools that can help, but they don't always pick up nuance.)

🔹Fielding and engaging in emails, texts, calls, and video conversations with prospects.  This can consume hours on end per day.

🔹Creating and maintaining a running list of these targets. In an ATS or even a simple spreadsheet.  Tracking who's a miss and why (comp misaligned, timing off with a growing family, skill set not quite there)

🔹Gathering real-time comp data, not what's published on Level.Fyi.

🔹Learning WHY talent is passing.  This is the intel to bring back to hiring teams when time-to-fill exceeds the usual TTF.

🔹Hearing where your brand resonates and where it doesn't.

Every prospect who passes is still giving data.  Hesitations on equity, comp, benefits, team structure, title inflation, or off-leveling.

Some of those things just can't be changed, period. Budget or onsite needs. But bringing those market realities back to a hiring team, with legit intel instead of gut or opinion, is where that advisory piece comes in.   

 At the end of the day, a search is the outbound strategy. Inbound is dandy, especially when it attracts solid talent, but it's not JUST the plan.

Are you validating your hiring strategy with real candidate feedback?

Attrition.  There tends to be two waves.

The first wave could be a single employee departure on a team or a mass RIF.  

The second wave is one I think most should anticipate but often don't:  the people who stayed.

The disruption of the team dynamic can stir up a feeling of instability and uncertainty.  And some can power through.  In some cases, a toxic employee peaced out, which can improve the dynamic among the standing soldiers.

The adverse?  Workloads are reshuffled and reporting lines are changed.  Teams could be understaffed and overworked.    Just the catalyst for those still on the team to start thinking and planning for options outside the company.   Typical in M&As.

If you're hiring right now for a replacement role or just leading a team through it, pay attention to who's still standing and check in on them.

taplio

The Battle

Nick Capozzi 🎥

Kelli Hrivnak

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taplio

The Battle

Nick Capozzi 🎥

Kelli Hrivnak

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);}Kelli Hrivnak's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreKelli Hrivnak's LinkedIn Performance