Joel Brody

Mai Placement

Executive Level Recruiter

People Powered Nursing

People Powered Nursing is the leading provider of streamlined labor management solutions for nursing homes. Our team of experienced professionals identifies facilities that are bleeding financially and reviews their internal and external labor expenditures to develop a comprehensive game plan to bring down costs. 

Leveraging my expertise in business management, I helped streamline labor operations for the organizations we serve. In just 12 months, my team and I have saved each one more than 15 million dollars. With detailed financial planning, automation implementation, and streamlined staff management, we were able to optimize operations for each facility and improve their bottom line for the long-term. In HR, I led an outsourced expansion of our team through the management of facility schedules and collection of agency utilization data, AP/AR financial planning, and heartfelt team motivation. The entire process was a companywide success.

Chief Operations Officer

Tuff Supplies Corp/Hard Hat Guys/Acerpal

Starting as President of Tuff Supplies, a supplier of OSHA-compliant safety apparel, I streamlined warehouse operations to ultimate efficiency with optimal production metrics. I also used advanced marketing and financial planning strategies to keep the company on-budget—while utilizing my leadership skills to support coworkers in providing above-and-beyond service for clients and vendors. 

In my time there, vendor relationships were expanded to over 20 different brands, including Dropship and JIT. I also led the sales team into an expansion program designed to offer a wider variety of e-commerce products, both stock and custom—expanding to a licensed apparel selection of over 2 million SKUs in a variety of online marketplaces. I also worked to streamline workflows through the implementation of automation technology. This included automatic inventory syncing, sophisticated shipment tracking, repricing optimizations, and quick turnaround strategies for customer fulfillment. I also implemented a warehouse management system where all items were stored in designated locations with matching bar codes.

Later, Tuff Supplies was acquired by the safety apparel giant, Hard Hat Guys. The merger was a great success, and the company achieved exponential benefits. Afterwards, they created a custom design subdivision, Acerpal—a leading provider of custom hard hats for industrial, construction, and other high-risk work environments.

Head of Operations

Ceramic Creations

Ceramic Creations has been providing inspired solutions for our valued customers, which consists of contractors, builders, developers and homeowners, for 19 years. 

Many of my customers praised me for bringing a breath of fresh air to this company. When I arrived, the company was in deep trouble. I began turning it around by bringing a warm touch to what had previously been lackluster customer service. I completely redesigned our showroom and redid our stockroom so that we could give customers exactly what they needed and do so in a welcoming environment. I also worked hard to treat our vendors right. My invoices were always paid on time, thus improving vendor relations. I have many copies of letters from very happy customers, partners, and vendors as a result.

During my time as president, I increased our tile showroom revenue y/y by 30%—making Ceramic Creations the ceramic tile showroom leader in Bergen County, New Jersey and Rockland, Orange, Putnam and Westchester Counties, New York.

President, Ceramic Tile Showroom

Fern Office Supplies

In this role, I focused on growing the company through marketing and brand management, using our e-commerce resources to increase brand awareness. I also worked to ensure that every customer received only the best service, leading the entire front office team to greater success and customer relationships.

Sales Manager

Ethical Recruitment Leader | Mid to executive-level placement | Helping Qualified Candidates Grow Their Careers by Matching Them with Thriving Companies

Six months. That’s how long a construction firm searched for their next Director of Operations.

Hundreds of resumes. Dozens of interviews. Zero results.

When the CEO finally called me, he was exhausted. The business was growing, but without the right leader in place, he was stuck in the weeds, running operations himself instead of focusing on scaling the company.

Here’s what happened next: I clarified the role, tapped into my hidden network, and within six weeks placed the leader they’d been chasing for half a year. That hire streamlined operations, stabilized the team, and gave the CEO his time back.

This is what I do.
I help mid-market and growth-stage businesses—in construction, real estate, healthcare, and e-commerce—find the executives and senior managers who can turn chaos into clarity and growth into something sustainable.

Not by flooding inboxes with résumés.
Not by recycling candidates who happen to be “looking.”
But through our Right-Fit Recruiting Method™️: deep discovery, targeted headhunting, and cultural alignment that ensures leaders don’t just stick, they scale with you.

Here’s why clients come back:

8 years recruiting across industries that don’t tolerate mistakes

92% retention rate at the 12-month mark for senior hires

A reputation as a trusted advisor to CEOs and founders who are serious about growth

One client put it best:
“Joel didn’t just send resumes, he delivered the leader we’d been searching for. His process saved us months of wasted time and gave us the confidence to scale.”

At the end of the day, I’m not just a recruiter. I’m a headhunter.
I don’t stop until the right leader is in the seat.
I don’t just fill roles, I help companies build futures.

Outside of work, you’ll find me with my family and involved in my community. That same people-first mindset drives everything I do: relationships first, results always.

Looking to make your next senior hire the right one? Let’s talk about how we can find your perfect fit.

I used to think leadership meant toughness.
That respect was earned by being the hardest in the room.
That kindness made you look weak.
That empathy was “soft.”

I was wrong.

The leaders who leave the biggest mark aren’t the loudest, the flashiest, or the ones with the fanciest titles.
They’re the ones who:
✔ Make people feel seen
✔ Listen without judgment
✔ Hold the bar high while helping others reach it
✔ Lead fairly, even when no one’s watching

That’s not weakness.
That’s strength.

Because here’s what I’ve learned:
1️⃣ Gratitude builds trust faster than authority ever could.
2️⃣ Kindness doesn’t lower standards — it raises people to meet them.
3️⃣ Empathy doesn’t slow teams down — it brings them together.
4️⃣ Respect isn’t optional — it’s a responsibility.
5️⃣ Being kind isn’t about being liked — it’s about creating safety.

At the end of the day, people won’t remember your title.
They’ll remember how you made them feel while you held it.

🔥 Question for you: What’s one act of leadership kindness you’ll never forget?

Post Inspired by Cristina Grancea
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Stepping Away to Step Back In Stronger

From October 6 – October 14, I’ll be offline for Sukkot.

This holiday is more than just time away. It’s a pause.
A chance to slow down.
To spend real, uninterrupted time with family.
To clear the noise and reset my energy.

We live in a world that glorifies busyness.
But leadership, recruiting, and even life itself aren’t about constant motion.
They’re about clarity.
About showing up with presence, not just productivity.

That’s why I take this time seriously.
Because stepping away isn’t weakness — it’s discipline.
It’s how you come back sharper, calmer, and ready to lead at your best.

Wishing everyone a season of rest, reflection, and renewal.

See you after the 13th.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Burnout Isn’t About Workload

Most companies blame burnout on hours.
“Too much work. Not enough balance.”

Wrong.

People don’t burn out from workload.
They burn out from leadership.

From bosses who:
• Micromanage every move
• Demand loyalty but never give trust
• Preach “culture” while ignoring behavior

You can work 60 hours a week and feel energized if you’re trusted, respected, and growing.
But 30 hours under a bad leader will destroy you.

🔥 Burnout isn’t about balance.
It’s about broken leadership.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

I Rejected the “Perfect” Candidate.

💥 I rejected a rockstar candidate last month.

Flawless resume.
Big logos.
Strong references.
The client was ready to sign.

Then he showed up late to the final round.
Dismissed concerns.
Acted like results made him untouchable.

I shut it down.

Here’s the uncomfortable truth:
Most bad hires don’t fail on skill.
They fail on ego.

And recruiters who push them through anyway?
They’re just order-takers.

Question is — would you hire someone toxic if they could deliver numbers? Or is one wrong personality enough to kill the deal?

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Burnout Is a Leadership Failure

I’ve never seen a team burn out because they cared too much.

I’ve seen teams burn out because their leader:
• Changed direction every week
• Set impossible deadlines just to impress their boss
• Took credit for wins and blamed others for losses

That’s not “fast-paced.”
That’s reckless leadership.

🔥 Burnout isn’t a worker problem.
It’s a management problem.

And if your people are dropping like flies?
Don’t blame resilience.
Look in the mirror.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Do you want to know what real leadership looks like?
We don’t check titles.
We check references.

We don’t ask what you call yourself.
We ask how your team describes you when you’re not in the room.

That’s what separates a leader from a manager.
That’s what separates ethical recruiting from resume-chasing.

We ask:

• Who followed you when you left?
• Who grew because of you?
• Who still trusts you — even after hard decisions?

We don’t care how smooth your interview was.
We care how you led when things weren’t smooth.

Because leadership isn’t how you talk about your values.
It’s how many people would still vouch for them after the storm.

At Mai Placement, this is the only way we recruit.
We don’t place actors.
We place operators — the ones who’ve earned their reputation, not curated it.

That’s ethical recruiting.
And it’s the only kind of recruiting that scales.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

I don’t care why you’re late.
I don’t care if your kid is sick.
I care that you know life comes first — and I’ll back you every single time.

Too many people still assume “bad bosses” are the ones who yell, micromanage, or obsess over hours.
But the real problem runs deeper: outdated expectations about what work should look like.

The best leaders aren’t polishing old systems.
They’re rebuilding work from the ground up.

Here’s what modern leadership really looks like:

1️⃣ Work never outranks your life. If family or health are sacrificed, leadership failed.
2️⃣ Value isn’t measured in 40 hours. It’s measured in impact.
3️⃣ Flexibility isn’t a perk — it’s the baseline.
4️⃣ If people aren’t safe speaking up, culture is already broken.
5️⃣ Promotions aren’t about tenure — they’re about contribution.
6️⃣ Rest isn’t earned — it’s required.
7️⃣ Balance is a myth. What you need is control.
8️⃣ Feedback shouldn’t be requested — it should be constant.
9️⃣ The best ideas don’t come from the top. They come from anywhere.
🔟 Roles should grow with people — not shrink people into roles.
1️⃣1️⃣ You weren’t hired to fill a seat. You were hired to move the business forward.

The best leaders don’t want compliant employees.
They want people who take ownership of their work, their time, and their impact.

🔥 Which of these do you think companies still get the most wrong?

Post Inspired by Si Conroy
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The best leaders aren’t polishing old systems...

Culture Isn’t Perks. It’s Pressure.

Burnout doesn’t come from missing perks.
It comes from culture that lies to your face.

The “unlimited PTO” that no one can actually use.
The “family” talk while layoffs happen in secret.
The “open door” leaders who punish anyone who walks in.

People don’t burn out because they can’t handle stress.
They burn out because they’re forced to play a game they didn’t sign up for.

🔥 Culture isn’t about free lunches.
It’s about whether people feel safe telling the truth.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Hana Didn’t Take the Easy Win

The company was desperate to land a big new client.
The deal was on the table — but it meant bending policies that kept their current clients safe.

As the new CEO, Chana could’ve signed and looked like a hero.
Instead, she walked away.

Three months later, a competitor took that deal — and it blew up in their face.

Meanwhile, Chana’s company signed three new accounts with better terms and stronger long-term value.

Lesson: Leadership is knowing which wins aren’t worth it.

—

I help companies hire leaders who protect the business as fiercely as they grow it.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

It’s not the loudest person in the room who handles pressure best.
It’s the one who stays steady when things get messy.

And that has nothing to do with being the smartest or strongest.
It comes down to emotional intelligence.

Not a gift.
Not luck.
A daily practice.

Here are 15 habits I’ve seen make all the difference when challenges show up:

1. Pause before reacting.
  The angry email? Draft it, delete it. Respond later.

2. Name the feeling, not just the frustration.
  “I’m upset” is vague.
  “I’m disappointed because I expected support” creates clarity.

3. Listen to understand, not to win.
  Most people listen to argue. High EQ listens to hear.

4. Read the room first.
  Your message won’t land if the energy doesn’t match.

5. Separate feelings from facts.
  “They hate my idea” is a feeling.
  “They asked three questions” is a fact.

6. Use your breath as a reset.
  Four counts in. Six counts out. Calm on demand.

7. Turn criticism into curiosity.
  “That’s wrong” becomes “Walk me through your thinking.”

8. Set boundaries without guilt.
  “I can’t take this on right now” is a full sentence.

9. Notice body language.
  Crossed arms? Closed.
  Leaning in? Open.

10. Practice the 24-hour rule.
  Big decisions rarely need instant reactions. Sleep on it.

11. Find the lesson in the trigger.
  If someone pushes your buttons, they’re showing you your growth edge.

12. Respond, don’t react.
  The gap between the two is where your power lives.

13. Admit what you don’t know.
  Honesty builds more trust than pretense ever will.

14. Celebrate small wins.
  Stayed calm in traffic? Win. It all compounds.

15. Remember: their reaction isn’t about you.
  Don’t carry emotions that aren’t yours.

Here’s the truth:
EQ isn’t about being perfect.
It’s about being aware.

Not about avoiding feelings.
It’s about learning to work with them.

Life doesn’t get easier.
You just get better at navigating it.

Which one of these habits do you most need to strengthen right now?

Post Inpired by Alinnette Casiano

**𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?**
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

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