Daryl Daley, CD - Recruiter

IT Recruiter

Intelligent Minds Search Consultants

What I Deliver
For Companies
🔍 Smarter Hiring, Better Results
Exclusive partnerships with me mean curated, vetted candidates ready to make an impact. I prioritize quality over speed, ensuring hires align with your goals.

🌐 Deeper Talent Access
I leverage headhunting and networking to uncover top-tier talent, including those not actively job searching.

📈 Simplified Hiring
Eliminate inbox floods of mismatched resumes. My streamlined approach saves time and ensures precision, without disputes over candidate ownership.

🤝 Exceptional Candidate Experience
A seamless recruiting process enhances your brand, engages top talent, and avoids candidate dropouts caused by confusion.

🔒 Confidential Searches
Discretion is key for sensitive roles. I ensure privacy while delivering exceptional results.

For Professionals
🚀 Your Career, Elevated
Your career isn’t just a path—it’s your story. I help you land roles that excite you by refining your strategy and showcasing your unique value.

🌟 What You’ll Achieve:

Increased Visibility: Transform your resume and LinkedIn into recruiter magnets.
Strategic Job Search: Focus on roles that align with your skills and goals.
Interview Confidence: Present compelling stories that make you the obvious choice.
Stronger Offers: Secure compensation that reflects your worth.
🔗 Dual Expertise Advantage
As both a recruiter and career coach, I provide insider knowledge to help you stand out and succeed.

Why Work With Me?
With over 30 years in recruiting and career coaching, I’ve built a reputation for delivering measurable results. Whether you’re building your team or advancing your career, I bring tailored strategies and proven expertise to every partnership.

📩 Looking to hire top talent or advance your career? Message me today.

Let’s build your high-performing team—or your dream career—together.

Tech Recruiter | Builder of High-Performance Teams | Career Coach

Canadian Forces

Canadian Forces Intelligence Officer: held a number of leadership, management and technical positions. Managed teams of up-to 38 Intelligence Operators (IntOps)

Positions included:
• Regimental Intelligence Officer & Troop Leader at 21 Electronic Warfare Regiment:  Managed and lead 34 highly specialized troops (Intelligence Operators)
• ASIC (All-Source Intelligence Center) Senior Analyst:  Managed intelligence requirements, leading 4 specialized intelligence sections performing unique functions
• Responsible for fusing all-source intelligence, including SIGINT, to produce electronic warfare (EW) associated products that were disseminated to various levels. 
• Squadron Operations Officer; an organization comprised of 100 Communication Research Operators, Signalers and Intelligence Operators.  Responsible for the planning and execution of all Squadron Operations including EW Field Exercises, Squadron training, day to day operations in addition to planning and running multiple Canadian Forces courses;
• Course Officer at CFSCE (Canadian Forces School of Communications & Electronics) for the Land Electronic Warfare Analyst Course (Intelligence Course to work within the EW / SIGINT Ecosystem)
•  SIGINT Officer and Information Operations Officer qualified.  PSYOPS Officer.

Principal Duties:

• Collected, analyzed and fused multiple intelligence sources at the operational level and produced oral and written intelligence products to support the multiple Commanders in charge of operations.
• Established and monitored indications and warning regime covering specific threat areas, provided daily updates to senior staff and produced and disseminated associated written threat assessment products.
• Produced and maintained "Targeting packages" and delivered brief's to the Targeting Board for Commanders resolution

Intelligence Officer

Canadian Armed Forces | Forces armées canadiennes

Responsible for a crew of 3 conducting battlefield reconnaissance of enemy movements, terrain, threats, and hazards ahead of the main battle group and relaying that information back to higher command.

MCpl - Queens York Rangers - Armoured Crew Commander & Patrol Commander

Various Recruiting Firms

3rd Party Recruiter / Headhunter for Toronto based firms who rely on technology to enable their success.  I help my clients find their IT Talent teams to ensure they have control of where their technology is taking their business.

★ Senior Tech Recruiter ★ Career Coach ★ | Building Elite Teams | Crafting Tech Careers | Connecting Talent with Opportunity | Mastering the Art of Tech Recruitment and Career Fulfillment |

Building Elite Teams. Transforming Careers. Solving Hiring Challenges (Without the Caffeine Overload).

Great! You’re here! 

Whether you’re hiring top talent or looking for your next big career move, I’m here to help.

Hi, I’m Daryl, a Senior Tech Recruiter, Career Coach, and Executive Search Specialist—your trusted guide for hiring the right talent and unlocking career potential.

With 30+ years of experience, I’ve helped companies across tech, cybersecurity, and consulting industries secure top talent while empowering professionals to land impactful roles. Whether you’re hiring for mission-critical positions or ready to take control of your career, I deliver proven strategies, tailored guidance, and real results.

For Companies
Hiring top talent doesn’t have to feel like a never-ending search.

🔍 My Expertise:

Key Talent Recruitment: Recruiting for high-impact technical, cybersecurity, and consulting roles across mid-level and senior leadership.
Executive Search: Helping organizations secure the leadership they need to innovate and thrive.
Results-Focused Strategies: Delivering candidates who hit the ground running, make an impact, and stay for the long term.

📈 The result? Faster hiring, better candidates, and stronger teams built to succeed.

For Professionals
Your next big career move isn’t hiding—it’s waiting for the right strategy.

As a career coach, I’ve guided over 10,000 job seekers to stand out, land interviews, and negotiate offers with confidence.

🚀 What My Clients Achieve:

An immediate increase in inbound interest from recruiters and hiring managers.
More traction with resumes, leading to interviews and offers.
A targeted, strategic job search that eliminates “rage applying” and focuses on roles that align with their goals.
Confidence in interviews, with compelling stories that showcase their unique value.
Stronger negotiating power, resulting in offers they’re excited to accept.

Why Work With Me?
Proven Expertise: 30+ years in tech recruiting and career coaching means I’ve seen it all—and solved it all.
Personalized Approach: No cookie-cutter templates—everything is tailored to your unique needs.
Real Results: Whether it’s building a high-performing team or landing a dream role, my strategies deliver measurable success.

Let’s Connect
Your next hire—or career breakthrough—is just a conversation away.

📩 Message me on LinkedIn
📅 Schedule a Call:
🌐 Explore Resources: 

Whether you’re building your team or your future, let’s make it happen—and maybe even enjoy the process along the way.

Tech Recruiter - Acquirer of High Performance Talent

RESULTS I DELIVER
• Better quality search results. If you are pitting one firm against another, they will race against each other (for a brief while) to get resumes to you as quickly as possible. Because of the imposed urgency, you are likely to see a number of unqualified resumes. Non-exclusive recruiters often hope to get lucky and hit a match, rather than putting in the effort to screen properly.

•  Deeper and broader search. Committing to one recruiter will allow that recruiter to spend the time to network and headhunt to uncover the very best candidate for your requirements, rather than just pulling resumes out of a database.

•  Less work for the hiring manager. If you are working with multiple search firms, you will get a lot more resumes than you would working with just one recruiter. However, many of those resumes will not match your hiring needs, which just makes more work for the hiring manager. Not to mention time spent sorting out candidate ownership disputes between multiple firms.

•  Better candidate experience. Have you ever received the same resume from more than one recruiter? It can make your company look unprofessional if more than one recruiter interviews a candidate about the same job. And you may see some great candidates back out of the process entirely when multiple firms are involved.

•  Confidentiality. For a confidential search, working with more than one recruiting firm makes no sense. It will be impossible for a recruiter to keep the company name confidential if there are multiple search firms involved.

Fear can drive performance for a quarter.
Trust drives it for a career.

I've watched companies spike output with pressure tactics, then lose their best people within 6 months.

The pattern is always the same:

→ Fear gets compliance. Trust gets discretionary effort.
→ Fear-based cultures bleed A-players to competitors who actually invest in them.
→ Candidates can smell it in the interview. They just won't tell you that's why they ghosted your offer.

Here's what most hiring managers miss:

Retention doesn't start after the hire. It starts in how you lead from day one.

If your onboarding is micromanagement disguised as "high standards," you're training people to leave.

If your 1-on-1s feel like interrogations, don't be shocked when your top performer gives notice.

Leadership built on fear expires fast.
Leadership built on trust compounds into the kind of team that refers other A-players.

What's one sign you've seen that a company leads with fear vs. trust?

I work with leaders who want to hire better and retain longer. 
DM me if that's you.

Daryl Daley

★ Senior Tech & Cybersecurity Recruiter ★ Career Coach ★ 30+ Years Driving Elite Technical & Executive Hires ★ Helping Companies Solve Hard-to-Fill Roles ★ We’re Always Hiring Top Talent! ★

Gratitude isn't a mindset. 
It's maintenance.

Job Seekers:
Every step you take is one step closer.  Keep walking.

Professional ghosting is the new quiet quitting.
Only this time, it’s the leaders doing the disappearing act.

Ever been ghosted after giving everything in an interview?
 
You preach transparency in your job posts.
Then vanish after final interviews.

You call it “bandwidth issues.”
Candidates call it what it really is: cowardice dressed up in as corporate BS.

Here’s what silence actually communicates:
You don’t respect people’s time.
You can’t handle uncomfortable conversations.
You’re not ready to lead anyone, let alone build trust.

Ghosting isn’t a time management problem.
It’s a character problem.

If you can’t send a two-sentence rejection email, you’re telling every future hire exactly who you are when nobody’s watching.
 
And they’re paying attention.

The scariest thing this week isn’t Halloween.
It’s how many hiring managers think silence is an acceptable response to someone who invested hours in your process.

Do better. 
Your reputation depends on it.

What’s the worst case of professional ghosting you’ve experienced?

When the safe bet stops being safe
Amazon just cut 30,000 corporate jobs worldwide.
That's roughly 1 in 12 corporate employees who woke up this morning locked out of everything they built.

Their Slack goes dark. 
Their badge stops working. 
And they're left wondering how the industry that was supposed to be the answer became part of the problem.

Because let's be honest, tech used to be where people ran TO.
The stable career. The growth trajectory. The place you pivoted when everything else felt shaky.

Now? It's one of the hardest places to find solid ground.

And that shift hits different when you've spent years being told you're "the future" only to become a line item on an efficiency slide.

Here's what I know after three decades in hiring:
The floor only drops once.
Then you start building again; stronger, clearer, quieter.

If you were impacted this week, your title changed. Your value didn't.
You built things that mattered. You'll do it again.
And if you're watching from the sidelines, don't wait for someone to ask for help.

Make the intro. Send the lead. Be useful now.

Because companies will keep trimming and calling it progress.
But what separates us is how we show up when the spreadsheet wins and people lose.

This industry forgets fast. 
Let's be the ones who remember what actually matters.

Most people confuse visibility with value.
Here's what they missed: attention isn't owed. It's earned.

You can't show up empty-handed and expect people to fill your cup.

The people who get responses? They contribute first.

They comment thoughtfully on posts. 
They share useful resources. 
They solve small problems without asking for anything back.

They build credibility before they make requests.

This isn't about playing games or being transactional. 
It's about understanding how trust actually works.

If I don't know what you bring to the table, why would I give you a seat?

The fastest way to get ignored: treat people like vending machines. 
Insert request, expect output.
The fastest way to get noticed: add value before you ask for it.

The market rewards contributors. It ignores interrupters. 
And it punishes people who can't tell the difference.

Start here:

Engage with 5 people's content this week. 
Leave real comments, not "great post!" fluff.

Share something useful publicly. 
A lesson, a resource, a perspective that helps someone else.
When you do reach out, lead with value. "I noticed you're working on X. Here's something that might help."

Contribution builds credibility. Credibility opens doors.  
Credibility opens career opportunities.

Your reputation is built in these micro-moments. 
Every interaction is either a deposit or a withdrawal.

Stop interrupting. Start contributing.

Be honest: when was the last time you interrupted instead of contributed?
Earn attention. Don't demand it.

The Friday Vibe Shift hits at exactly 3:00 PM. 
Slack: silent. 
Teams: ghost town. 

LinkedIn: full of “rest, recharge, realign” posts from the same people who sent 4:45 PM meeting invites yesterday. 

Everyone becomes a philosopher. (GUILTY)

The job seeker refreshing their inbox all week? 
Now posting about patience. 

The hiring manager who ghosted 12 candidates? 
Reflecting on work-life balance. 

The midnight emailer? 
Suddenly an expert on boundaries. 

We all pretend we’ve been prioritizing rest the whole time. 

Here’s the truth: Rest isn’t a reward. It’s maintenance. 

You don’t earn it by crashing Thursday night. 
You need it to function. 
Period. 

Stop treating Friday like a guilt trip. 
It’s just your brain and body sending the bill for how you spent the week. 

What’s one thing you’ll actually do this weekend that recharges you? (“Catching up on emails” doesn’t count.)

If it drains you every Friday, it's not the weekend you need to fix.
You can't "self-care" your way out of a job that empties you.

The problem isn't the calendar. 
It's the container you're pouring your energy into.

If the same dread hits every week, maybe it's time to stop managing burnout and start managing alignment.

What's one boundary you've stopped honoring lately?

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