# Talent Search Partners, Inc.

> A World of Talent at your Disposal


## Posts

- [How To Strategically Carve Out Your Next Position – 4 Action Steps](https://talentsearchpartnersinc.com/how-to-strategically-carve-out-your-next-position-4-action-steps/): As a recruiter, I’ve facilitated a considerable amount of career changes over my career, with the majority of those coming from candidates who were not necessarily in the job market (commonly known as passive candidates) but were willing to entertain something new if it truly represented a good career move for them. In fact, some of my most memorable candidate experiences have come from those who were gainfully employed, high performers. Career moves at all levels should be well-thought out and your reasons/motives should be clear in your mind and clearly articulated to a potential new employer. This is where having a career coach or a trusted recruiter 😉 can work wonders for you. For most professionals in their field of expertise, whether passive or an active job seeker, there are practical steps that you can take to position yourself for your next career move. Here are my top 4! Let’s face it, changing careers is daunting for most people. Preparation is key and remember, what you do as a profession should be rewarding and bring your life deeper meaning. You are working for more than just a pay cheque, and I’ve noticed that those who love what they do, end up making the most money. Be courageous in your pursuit of greatness!
- [Post-Interview Thank you Letter - Template/Sample](https://talentsearchpartnersinc.com/post-interview-thank-you-letter-template-sample/): Your Name Your Address | Your Contact Number | jobhunter@helpme.com [Date] [Name of Company] [Name of Interviewer] [Interviewer Title] [Company Address] Re: [Position Title] Dear Mr./Mrs., [Last Name] Thank you for taking the time yesterday to meet with me and to discuss your [Position Title] position. After speaking with you and listening to the details of the role, I am further convinced that my background, education, formal training, and skills align quite nicely with your needs. I am truly thankful to you & your team for the time sacrificed to acquaint me with the role and the company. If given this opportunity, I feel I could learn a great deal from you and my peers at the company. During our meeting, you highlighted that you are looking for someone with exceptional problem solving & team leadership skills. Due to time restraints, I failed to mention that during my tenure with [ABC Company], I singlehandedly resurrected and groomed back to profitability a major account that had been left dormant for years. As a result of this renewed attention & personal relationship, the company experienced growth in revenue by 50%. Under my direction, this account not only saw significant growth, but it also led to the addition of a new account. I bring excellent work habits, integrity, and refined organizational skills to this position. With countless demands on everyone’s time, I am sure that you require people who can be trusted to fulfill their responsibilities with minimal supervision. I look forward to hearing from you once a final decision has been made regarding this position. Please feel free to contact me (or my recruiter) at any time if further information is needed. Thank you for the opportunity and your consideration. Respectfully,  Signature Your Full Name To get your FREE copy of this letter, please contact Troy Saddler at tsaddler@talentsearchpartnersinc.com
- [Feeling Overlooked At Work? Here Are Some Tips To Standout](https://talentsearchpartnersinc.com/feeling-overlooked-at-work-here-are-some-tips-to-standout/): To get ahead in this life, you will need to rub shoulders with the right people. This applies to all career levels and age groups. With the rise in remote work, it is becoming increasingly difficult for employees to stand out in the conventional ways within an organization. Believe it or not, proximity bias still exists in many organizations. That old saying comes to mind, “out of sight, out of mind”, unless you go out of your way to video chat with your team or peers on a daily basis. If you are one of those who has opted to work remotely/hybrid, then you will need to take the proper measures to make sure you remain “visible” and are not being overlooked for organizational/departmental promotions or raises. Here are some tips to help you stay in sight: Turn On Your Camera – When video chatting with your team or participating in meetings, keep your camera on. Unless you cannot for personal reasons such as childcare, sickness, or distractions in your background, you should always be on camera! Keep Learning – The promotional scale typically sways in favour of those who are improving in their craft by means of learning. If you’re programmer for instance, there are many coding languages that are trending now that you can take tutorials on (some are free). Employers show greater appreciation to those employees who are investing in themselves and thereby making themselves more valuable & marketable. Don’t Hoard The Praise – This goes against popular belief, but I still believe it is better to give then to receive. Praising the efforts of your team members and publicly recognizing their contributions to a project or a workplace function, not only makes you more liked within the organization amongst your peers or subordinates, but it demonstrates selfless leadership skills if you are an individual contributor looking to take a leap into management. Build A Good Relationship With Your Superior/Manager – This should not be confused with sucking up! I am referring to showing yourself to be an ally and someone who they can depend on. Good leaders always want to surround themselves with good followers who will not undermine them. Believe me, you are more likely to be considered if there is already a good relationship in place that is based on trust. Final Thought: If you are lacking in any of these areas, now is the time to do a professional inventory of yourself to make sure you are staying ahead and lining yourself up for that promotion you deserve. Remember, “doing your job” is not enough. All the best to you as you continue to grow in your career!
- [What Are Your Salary Expectations? (Key Interview Question)](https://talentsearchpartnersinc.com/what-are-your-salary-expectations-key-interview-question/): So, you’ve sailed through what appears to be a successful first hour of an intense but cordial interview for a position that you are quite interested in. The only thing left is a firm handshake to seal the deal, when the hiring manager throws out one last question – “what are your salary expectations for this position”? This is one of the most common questions that every candidate will face in an interview and there is no shortage of commentary around how to answer this deal-breaking question. No matter how strong the fit may be, money has derailed many positive discussions, so it’s important to position your answer correctly and to avoid drawing lines in the sand. When answering this question, I often encourage my candidates to keep things flexible and to base their responses on concrete research into the position they are applying for. Here are some tips to help you navigate through this question and to make sure you nail it every time: Deflect the question back to the hiring manager and ask about their budget – a candidate that I recently dealt with gave one of the best answers to this question that I’ve heard over my career in recruitment: Regarding the full-time salary, I’ll admit that I am a bit out of touch with current wages in the engineering/mining industry to know what a fair salary range is these days for this set of responsibilities. In 3 of last 4 positions, my salary was in the $_ – _ k range. In general, there should be some upward pressure with inflation over the last few years for that level of contribution/performance, but I am also aware that we may be entering tough economic times, and that I would be in a more focused, individual contributor role with no direct reports to start, compared to my previous level of responsibility. That being said, I am also confident that I can quickly grow with the company’s ambitions in this area. Please let me know if the range above is in line with their budget or if there is a significant gap. I like this answer because it’s considerate of outside factors (i.e., inflation, tough economic times), and the candidate presents a historical range that politely plants a seed of expectation, all while remaining conscious of the company’s range and internal workings within their ranks. If you can craft an answer around this example, you will definitely standout amongst the other applicant’s. Move past the question and go back to your qualifications – sometimes it’s good to remind the interviewer(s) of why you are a good fit for the position and the key things you bring to this role that will make you a high performer. The key is to gently maneuver around this question to pinpoint the main areas that were raised during the interview to make your case for why you are deserving of their highest range for this position. You can reinforce your answer by again referring back to historical salary information and your own present-day research. If you are still pressed for an answer based on your response to #2, then offer a salary range. Be realistic with your range and know that hiring managers typically hear the lower end of whatever range you provide. The key to providing a successful response to this question is to be prepared. Do your research and don’t be afraid to ask for what you are desiring to make. This is your career, and you deserve to make a wage that is aligned to the value you can bring to the company. If you are having doubts about previous answers to this question and you’d like to tighten up things in this area, feel free to reach out to us for a free consultation. All the best to you.
- [Your Job Search Needs A Makeover - Here Are 3 Tips...](https://talentsearchpartnersinc.com/your-job-search-needs-a-tweak-here-are-3-steps/): It’s now day 30 of your job search and you’ve sent out over 50 applications through various job boards and external company postings. To date, you’ve only received automated acknowledgements to your submissions with no personal responses from hiring managers. The search for employment can be tedious and emotionally draining. Persistence is key during this time, but there are some practical steps that you can be doing as well to increase your chances of getting that call back from a hiring manager. If you haven’t checked out our Career Hub, please click the link below. Your career will benefit from the information we’ve provided. Leave us a question or comment about a topic you’d like to see covered… Career Hub Now, here are some tips that will help you navigate successfully through the crowd of applicants for that position you desire: This list a not comprehensive, but the tips are proven. These steps are quick, actionable, and applicable across any field or career level. If you’d like a free consultation or a copy of our resume template for intermediate and senior level professionals, reach out to us for a free copy.
- [New Position Start Date - 5 Tips To Transition Like A Champ](https://talentsearchpartnersinc.com/new-position-start-date-5-tips-to-transition-like-a-champ/): So, you’ve signed the offer to join a new company and successfully handed over your resignation to your employer. You’ve crossed that major career move hurdle, but now you need to come to terms with the fact that you are switching careers and with that comes a level of uncertainty and possibly some first day anxiety. Change, no matter the type, is uncomfortable for most, but it’s the one constant that we can all look forward to in life. The key comes in your preparation. That’s where we come into play as your recruitment partner. If you’ve haven’t checked it out yet, please be sure to read our last article on how to effectively resign from your current position. Believe it or not, there is a right and a wrong way to depart from your current employer and you never want to burn a bridge behind you. Resignation Anxiety? Try These Tips… Here are my top 5 tips for how to make your transition into your new role with a new company a seamless one: This is not a comprehensive list, but a guide to help you make a successful leap to your new company. How you start is extremely important and sets the tone for your first day, and the week ahead. Congratulations on having the courage to make this change and I wish you the best in your new adventure!
- [Handing In Your Resignation This Week? Try These Tips!](https://talentsearchpartnersinc.com/resignation-anxiety-try-these-tips/): So, you’ve crossed the finish line of that position that took 4 rounds of strenuous interviews and accepted this new role that you believe will be a great career move for you and your family. Congratulations! Now what? You’re now faced with that dreaded conversation with your superior at the company you’re leaving, and your stomach starts to rumble like you just ate some stale beans (apologies to bean lovers). Leaving an employer where you’ve grown and developed good working & personal relationships with your counterparts is never easy and the emotions may be high. This is especially daunting if that employer provided you with great opportunities for career development and made personal investments in you. Alternatively, this conversation with your employer can significantly raise anxiety levels if you work for a tyrant who you’ve witnessed treat others who departed like the enemy. As part of your transition, I thought it necessary to share some insight to help you leave on the best of terms: Finally, be anchored in your reason(s) for departing. Hold your ground and remember that you’ve already given your word to another company. Lastly, express your gratitude to everyone in the company. What are some other points that you can think of to make your resignation a more peaceful and worry free experience? Please leave your comments below and stay tuned for more articles like this one.
- [Anchored - Part 2](https://talentsearchpartnersinc.com/anchored-part-2/): In part 2 of this post, I am challenging you to get an anchor. The storm is coming – there is no denying this. Whether it’s an untimely layoff from your job, the passing of a loved one, or your home being demolished by a violent storm, the one certainty in life is that your ship will go through battering. I’ve learned that those who endure the many tests & trials of life are those who have a strong anchor. We have countless examples of successful people who had everything that money could buy, only to watch those lives crumble before us because those foundations were built on a shaky ground. For that critique who thinks that I am condemning a lavish lifestyle, I am not. There isn’t anything wrong with success as long as you have the character to not get swept off into the deep because of it. So, while you’re pursuing that dream job with a six figure income and that home overlooking the ocean front, make sure that your anchor holds. Make sure that you have a set of guiding principles that you will not compromise on.
- [The Anchor Holds](https://talentsearchpartnersinc.com/anchored/): What is your anchor? If an object has been anchored, that means that no matter what is taking place around it, it remains unmovable, unwavering, and relentless in its purpose. As a professional in your field of choice, ask yourself, what are your anchors? What are those things in your life that remain unmoved no matter the issues of life and the circumstances outside of your control that can negatively impact your business or personal life. We don’t always get it right and we’ve made countless errors (and will continue to do so), but in the midst of that, our commitment to integrity is uncompromising. Our core values hinge on providing an exceptional candidate/client experience that is based on trust and respect. Helping people and providing for my family is what makes all the turbulence that comes with a career in recruitment worth it. If you don’t have an anchor, then find one. Write the vision and make it plain!
- [Your Perspective Is Everything](https://talentsearchpartnersinc.com/your-perspective-is-everything/): Earlier this year, I created a post on LinkedIn about a trend in hiring/recruitment known formally as “ghosting”. I appreciate all those who responded to the post with their comments and views on the subject. The post succeeded in what it was meant to do, and that was to generate conversation. I appreciate the views from my fellow recruiters as well as from a candidate who had been personally ghosted by a recruiter. The sad truth is that ghosting will continue to be a point of contention between candidates and recruiters/hiring managers. Sacrifices are normally taken for granted & knowing is half the battle. Being informed is the first step towards bridging the ghosting gap and holding everyone accountable. If you are a Recruiter, it is important to understand that candidates are carving time out of their busy schedules to speak with us & our clients, and that time should be respected and reciprocated. If you are a candidate who has interviewed with a company and you were fortunate enough to receive an offer letter, please be conscious that this process does not happen over night. Schedules are moved around, and team members are pulled away from their regular tasks to contribute to interviews and provide input to offers of employment. Throughout my career as a Recruiter, I’ve been ghosted by many candidates. Does that mean that I’m going to stop recruiting? Does the fact that there is counterfeit currency mean that I am going to stop transacting? Of course not. Thankfully, I’ve had more positive experiences with candidates than I’ve had negative. The glass is half full for a reason – your perspective is everything. Ghosting is a certainly not one-sided, and it hurts everyone involved. Let’s endeavour to be respectful of everyone’s time.
- [Counter-Offers...Proceed with Caution](https://talentsearchpartnersinc.com/counter-offers-proceed-with-caution/): Candidate counter-offers can be quite attractive, especially when an exorbitant amount of money is tabled (one person referred to it as stupid money!), and insincere promises come from every angle. While tempting, I warn my candidates about considering this calculated tactic used by desperate employers to prevent the departure of one of their best employee’s. EMPLOYEE – Once that trust has been compromised, it is next to impossible to rebuild, and you will always be thought of as that employee that tried to leave once.
- [End Of Year Performance Reviews](https://talentsearchpartnersinc.com/end-of-year-performance-reviews/): End of Year Performance Reviews – when approaching these reviews, it is important to carefully document all of your accomplishments during the past year. Don’t assume that your employer/manager will remember or have this information in front of them during your meeting. Have your accomplishments itemized on a piece of paper or on your phone and be ready to articulate clearly and effectively what you’ve done over the past year. Doing your job is great, but how did your contributions influence the team and extend to other areas of the business, ultimately impacting the bottom line. Be prepared and speak up!
- [UPCOMING INTERVIEW? DON'T PANIC, HERE ARE SOME TIPS](https://talentsearchpartnersinc.com/upcoming-interview-dont-panic-here-are-some-tips/): Interviews can be quite intimidating if you’re not prepared for them. Practice makes perfect, and this applies to interviews as well. Don’t be like Allen Iverson 😉 I’ve interviewed countless candidates over my time as a Professional Recruiter and I’ve coordinated even more with my clients. Those who came out on the successful end of the interview stick were those who were prepared, took it seriously, and did their preliminary research.
- [HOW TO BE RESILIENT IN TUMULTUOUS TIMES](https://talentsearchpartnersinc.com/how-to-be-resilient-in-tumultuous-times/): For many, the last year and a half has been filled with fear, caution, and a lot of uncertainty. From a recruiting standpoint, I’ve noticed strong trepidation from candidates and a reluctance to explore the unknown. All reasonable given the current state of our world. Like everything in life, I believe that there should be a balance. I also believe that fear can be debilitating and a hindrance to progression. As a Recruiter, it is my job to provide hope and a path forward especially for job seekers who are trying to navigate this new normal. The good news is, there is hope and a bright light at the end of this dark tunnel.
- [I Run a Business, Not a Daycare!](https://talentsearchpartnersinc.com/i-run-a-business-not-a-daycare/): Taking people for granted is expensive. It’s good business practice to treat people well to begin with. Cue the following scenario… Business Leader: “Troy, my best engineer just quit. I need to backfill immediately.” Me: “Absolutely. Firstly, tell me the circumstances leading up to the resignation?” Business Leader: “What do you mean?” Me: “Why did the person quit?” Business Leader: “They took another position.” Me: “Why?” Business Leader: “I don’t know. People leave for all types of reasons.” Me: “They do, but there’s a tipping point before every departure. The signs are always there.” Business Leader: “Troy, I’m busy and I’m
- [Our Home Was Under Water! (True Story)](https://talentsearchpartnersinc.com/our-home-was-under-water-true-story/): We have all been exposed to warranties in one way or another. Whether for a new appliance, car part, or furniture, we’ve all paid for them because of the peace of mind they provide for the consumer. But what constitutes a good warranty and why are they important to the end user? In other words, why should you make this investment and how can you trust that the provider of a service will honour their warranty? The topic is interesting because warranties are meant to provide coverage in the form of repairs or replacements in a worst-case scenario. As much as
- [Leaning Into The Standard](https://talentsearchpartnersinc.com/leaning-into-the-standard/): A transformation this big can feel uncomfortable for the marketplace. The answer, however, is simple—and it’s not what most people think. To call something a “comeback” implies that there was a fall; a deviation from foundational beliefs or best practices. Perhaps the nose-dive of recruitment was not an actual nose-dive, but an extended state of dormancy. Fueled by greed that promoted profit over morals. Speed ahead of efficiency. Termination instead of rehabilitation. The desperate chase for commissions and affirmation caused many to act irrationally. The result? The transactional engagements that most have become accustomed to. My competitive advantage is not really
- [Vision](https://talentsearchpartnersinc.com/vision/): Courage stems from the leader and can transform any follower. Real courage is fueled by a vision, and without a vision, there can be no courage. How dare we reduce people to a title or job function! How dare we qualify leadership based on a title or job function! The next time you meet with a leader of an organization for coffee, ask them to articulate their vision. This is not to be confused with the organization’s vision statement. I’m referring to their own personal convictions that shape their vision, which dictates direction. A leader without a vision is blind and
- [The Business World Is Salivating For Authentic Leaders](https://talentsearchpartnersinc.com/the-business-world-is-salivating-for-authentic-leaders/): Were you the same person yesterday? Are you the same person today? Are you striving to be that same person tomorrow? Are you driven by convictions, or by acceptance? We are surrounded by professional chameleons who are highly skilled at changing their colors to suit the room. While adapting to changing circumstances and environments is a business necessity, changing your core values to people-please is a flaw. True leaders are real, and authenticity is their greatest strength. What if there was a way to authenticate leadership the same way we validate our humanity when transacting online? If we could run a
- [Honesty](https://talentsearchpartnersinc.com/honesty/): Good leaders choose honesty over convenience Case in point: I was not the smartest person in the room. There were 4 of us – a Mathematician/General Manager, a Manager of Technology, and the Head of Talent Acquisition. We were brainstorming a solution to an urgent problem involving a contractor who was supposed to start a new role with our client that morning. Due to circumstances beyond our control, the client decided to go with another candidate and informed us at the last minute. The goal was to mitigate the fallout and protect the reputations of everyone involved. Cue the desperate ideas,
- [Leave The Room (Part 2)](https://talentsearchpartnersinc.com/leave-the-room-part-2/): Good leaders know how to shift from logic to empathy. Case in point: after my daughter’s situation had been resolved, I decided to ask my wife for the details. Instead of sharing what I wanted to hear, she told me that I was essentially too logical for moments like that. She’s correct, and my decision to leave the room made more sense. This was not a logical moment; nothing about my daughter’s sudden mood change was logical, and Daddy’s method of problem-solving might’ve closed our daughter off to help entirely. The moment required compassion and a listening ear, and who better
- [Leave The Room (Part 1)](https://talentsearchpartnersinc.com/leave-the-room-part-1/): Good leaders clearly communicate the goal for every meeting and know when to exit the room to allow for unfiltered brainstorming that leads to tangible, lasting solutions. When they step back into the room, it’s to listen, mediate, and offer constructive guidance without imposing. Case in point: my 7-year-old daughter had a moment this week that climaxed into tears. Despite our efforts, we couldn’t get her to verbally express this sudden change in mood. I watched as my wife probed with questions to no avail (her frustration level was also rising). Then it dawned on me: leave the room. Turns out
- [The Benefits Of Unity](https://talentsearchpartnersinc.com/the-benefits-of-unity/): It was a great weekend with tremendous individual and collective performances on display during this years Jane & Finch Classic, a youth basketball tournament. All eyes were on some of the best players across Canada, and it didn’t disappoint with a finale that included a nail-biting end. My reflection last night led me to 2 key factors that separate average from highly effective teams. These lessons cross all team, industry, and seniority boundaries and will undoubtedly conclude in winning outcomes. Here is what stood out to me from the weekend: Playing to your strengths, staying in position, and coordinating across all
- [The Right Fit](https://talentsearchpartnersinc.com/the-right-fit/): “Stars Want to Work with Other Stars” – Mark Tatum, NBA COO & Deputy Commissioner Let’s face it, your inaction is eroding your team’s success. Mark recently sat down with Senior Writer at Forbes, Jabari Young. When asked to discuss his greatest failure, this is what Mark had to say: “I’m not sure I would say that there was one event. What I would say is my biggest learning was a pattern of waiting too long to make difficult decisions on people. So early on in my career, I would know that someone wasn’t right for the role, but I would
- [The Cost of Wasted Time](https://talentsearchpartnersinc.com/the-cost-of-wasted-time/): You will fill that position, but how long will it take and at what cost? The time it takes to fill that important role is everything. Here’s why making a hire in under 30 days matters: Pressure On Your Existing Team Members: The mandate for that unfilled position becomes everyone’s burden until a hire is made. Employee Perception: Your best people are quietly evaluating whether the key decision-makers can find the right people. Market Perception: The best in your marketplace will question why that role went unfilled for that length of time. Takeaway: Don’t fear the cost to hire. Count the
- [How Market Perception Transforms Your Recruitment Strategy](https://talentsearchpartnersinc.com/how-market-perception-transforms-your-recruitment-strategy/): An example of a good business decision and a hidden recruitment benefit from the world of professional basketball: After acquiring Jaylen Brown through a trade with the Boston Celtics, The Philadelphia 76ers immediately positioned themselves as a destination of choice for other elite performers. Not long thereafter, LeBron James decided to join the organization. Many more will undoubtedly follow suit, this year and in the years to come. The 76ers are now entertaining interest from players that were never on their radar prior to these acquisitions. A good business decision (trading for Jaylen Brown) forced an elite performer (LeBron James) to
- [Technical Assessments](https://talentsearchpartnersinc.com/technical-assessments/): The goal of administering a technical assessment as a first step is to screen candidates and filter out unqualified applicants. The irony is that this approach simultaneously repels the top talent you want to attract. Assessments should complement your hiring process, not act as a gatekeeper. I recommend using them on a case-by-case basis, and only after meaningful conversations have taken place. Relying solely on a test to make critical hiring decisions is risky, as it is rarely an accurate measurement of intelligence, capability, or future success. You’re essentially asking Michael Jordan in his prime to prove he can dribble a
- [My Interview with Adam Pitman – 20 Years, New Impact](https://talentsearchpartnersinc.com/my-interview-with-adam-pitman-20-years-new-impact/): So, how does an Engineer turned Global Operations Executive go from producing wheel loaders and excavators for some of the finest construction equipment manufacturers to the toy industry? I’ll explain more in this exclusive interview… Introduction: Construction Equipment to Toys?! It takes real courage and confidence in your abilities to make such a career pivot, but Adam Pitman modeled that it can be done, and in this interview, Adam outlines how he made the leap from heavy machinery to one of the most recognizable toy manufacturers globally. The insight is valuable for anyone who has spent the majority of their career
- [Flowers](https://talentsearchpartnersinc.com/flowers/): My Wife and I spent the day at a funeral… Not a typical valentine’s day by any stretch of the imagination, but we spent the day together… Perspective is everything. We left the kids with their Grandmother and proceeded to the Church, the burial ground, and the hall for refreshments… Emotions were strong, and regret is one of the harshest pills to swallow… Why do we wait for funerals to speak so eloquently about the life a person lived. They can’t do anything with the flowers at that point… It bothers me when I see pain associated with a wasted opportunity…
- [The Meeting](https://talentsearchpartnersinc.com/the-meeting/): How many of you have hired a general contractor to do major repair work on your home without meeting them first? That would be a recipe for disaster, yet, many decision makers within organizations are consistently enlisting the services of recruiters under such circumstances and wonder why the results are what they are… You are handing positions that can change the trajectory of your organization over to partners you’ve never met. They’ve never walked through your office or plant, and they don’t know the key stakeholders involved in the hiring process… You are speed dating through talent acquisition, and you’ve normalized
- [A Remix To The Traditional Job Description](https://talentsearchpartnersinc.com/a-remix-to-the-traditional-job-description/): Conventional job descriptions don’t work, yet we keep branding them in the marketplace. Your positions go unfilled for months and the quality of candidates is far below your expectations. We’ve been marketing the wrong information. A Project Manager knows what they do. They do not need to be reminded with a list of responsibilities. We follow this up by telling them that they must have 5-10 years of experience, thereby excluding those who have 4 or 11 years of experience. We are creating a robotic marketplace of prospects who think in terms of requirements and tasks. We’re selling the position and
- [Many Executives Are Playing Jenga With Their Talent](https://talentsearchpartnersinc.com/many-executives-are-playing-jenga-with-their-talent/): Executive leaders are crying out for predictability and structure, yet they continue to engage in the same risky behaviour that has driven them to frustration. Our approach to talent acquisition is structurally weak, and one bad decision can bring down everything you’ve worked hard to build. Now is not the time to cut corners when it comes to the most important function of your business, talent. Given the tightness of the marketplace & resistance from top talent to engage in the career exploration, finding the right people and keeping them beyond a year is proving to be a challenge. We are
- [The Question That Has Confused Humanity Since The Dawn Of Time](https://talentsearchpartnersinc.com/the-question-that-has-confused-humanity-since-the-dawn-of-time/): The compensation topic has been a point of contention between recruiters/HR and candidates since the dawn of civilization. The compensation conversation typically plays out like this: Recruiter: How much are you presently making? Candidate: How much can your client pay? Recruiter: It’s flexible depending on… Recruiter: What are your salary expectations? Candidate: How much can they pay? Recruiter: Can you provide a range? Candidate: $100,000 to – $200,000 annually Recruiter: Would you take $100,000? Candidate: No …and the game of ‘show me your hand’ continues until both sides are worn out and frustrated with each other… The foundation of this conversation
- [Accountability](https://talentsearchpartnersinc.com/accountability/): Good leaders hold themselves accountable. Sweeping things under the rug does not magically make issues go away, and moving dirt to another location is not real cleaning… Thankfully, I have a Wife who will call me out if I’m wrong, and I appreciate her for that… The problem can’t always be your followers… If they’re leaving, it could be that you failed to provide the direction and safety they needed… Rather than directly addressing their concerns, they were villainized for raising their concerns to begin with… This is hardly the foundation for sustainable growth that can foster future leadership… People should
- [Recruitment Was Not Designed To Help People](https://talentsearchpartnersinc.com/recruitment-was-not-designed-to-help-people/): My understanding of the recruitment industry has evolved… There is a lot circulating in the marketplace about the state of recruitment… A common misconception being that recruiters help people – WRONG! Recruiters serve the corporate entity by finding talent for them. Recruiters have confused these two things, have sold this message to the marketplace, and are getting exposed when their actions don’t align with “helping people”… People are hurting and rightfully so… As noble as helping people is, and this is certainly a people driven business, there is more to this… It’s in every recruiter’s best interest to treat people well,
- [Dominion](https://talentsearchpartnersinc.com/dominion/): When you master something, you dominate in that area and conveniently woven into dominion is effective leadership. Amazon dominates e-commerce… Chick-fil-A dominates fast food… Starbucks dominates beverage… When you think of these brands, you think of market mastery… What you personally feel about these brands is irrelevant; they dominate their industries and the quality they provide is second to none… They dominate because they serve the needs of their marketplace better than their competitors… When you dominate, you don’t need to advertise or compromise. Mastery Precedes Dominion Amazon does not need to offer discounts or special offers, yet retailers are doing
- [Come in...](https://talentsearchpartnersinc.com/come-in/): Troy, another member of my team has resigned. What’s going on with the market? The market is fine. You’re the problem. When you hired all of these great people, you were the prize in their minds. They wanted to work for you and with you because of your passion and compassionate approach to leadership. You were promoted, and that’s great, but while you were evolving and moving up in the company, the people who were attracted to you are no longer exposed to you. That dotted line into you and your knowledge, no longer exists. If they hear from you, it’s
- [Morally Deficient Leaders](https://talentsearchpartnersinc.com/morally-deficient-leaders/): The Foundation is Cracked Interests are selfish, meanwhile pockets are growing bigger. We spend so much time discussing the financial deficit and we’ve neglected our growing leadership deficit… Some advocate for increased spending to eradicate the debt. Some are lobbying for more frugal tactics; yet hidden in all of this is a growing marketplace of morally deficient leaders… People are hurting, and the scars run deep… Our employees have been reduced to convenient resources that we bait with incentives, and callously let go of when they no longer fit the long-term agenda… This has created a marketplace rooted in distrust, which
- [The Haircutting Experience](https://talentsearchpartnersinc.com/the-haircutting-experience/): I learned over the weekend that my Cousin who is a Barber by trade, has mobilized his business. He invested in a mini truck that he converted into a barbershop and drives around to various locations, parks, and cuts hair (see pictures below). Traditionally, you had to visit a salon and Barbershop to get a fresh cut. Now, the cut comes to you… The Pain Point Barbershop’s historically have always had retention issues. The path towards being a shop owner typically starts with finding a physical location (usually in a densely populated strip mall). From there, you’d recruit other barbers to
- [Rebuilding the Recruitment Industry – The Pillars](https://talentsearchpartnersinc.com/rebuilding-the-recruitment-industry-the-pillars/): The foundation of recruitment has been compromised by pressure and greed, and this has been strengthened by managers who have placed profit over ethics. A corrupt foundation will only produce corrupt professionals… I believe the issues that plague the recruitment industry are directly tied to leadership. You can’t fix something until you’ve identified that a problem exists, and you’re willing to make the changes necessary to restore it back to its original – the state that was once respected & treated like a partner, and not a vendor. We’ve taught tactics and best practices, but we failed to groom character &
- [The World Needs External Recruitment](https://talentsearchpartnersinc.com/the-world-needs-external-recruitment/): Demand is soaring for talent globally, but enrolment in recruitment best practices is declining, and younger people are deciding not to pursue a career in the sector. How can the industry do a better job of attracting & retaining talent and changing negative perceptions? The disconnect is alarming – 1 in every 4 recruiters will leave the industry after their first year, and demand for competent professionals has reached an all time high. Add to this a persistent talent shortage across key sectors, and I would definitely report to Houston that we have a problem. Current & Future Challenges Within engineering
- [Stop Promoting Yourself](https://talentsearchpartnersinc.com/stop-promoting-yourself/): Too many leaders advertise themselves. One lengthy bio after another… We’re more informed about the qualifications of these people then we know about what they & the organizations they represent stand for… (…truly stand for.) Everyone is a servant, thought, or compassionate leader these days, yet employee disengagement is at a record high… People are depressed & facing severe career malnutrition, yet leadership advice has littered every social media platform, and it’s only becoming more prevalent… If leadership quotes could help us, then we wouldn’t be experiencing widespread layoffs at all levels within an organization… We’re drowning under leadership best practices
- [Mutually Beneficial Persuasion](https://talentsearchpartnersinc.com/mutually-beneficial-persuasion/): Real selling isn’t aggressive… It doesn’t manipulate and it’s not desperate… To be effective and to foster healthy relationships, stop selling the way you’ve been taught, immediately! In fact, let’s not call it selling anymore. There’s too much negative thought associated with that word… Instead of sales or selling, what if we coined it, “Mutually Beneficial Persuasion”… Let’s explore this… The primary grievance about traditional selling is its focus on being quantitative, and not qualitative… “Selling is a numbers game!” – how many have been fed this lie? Stop speed dating! Stop selling! You’re dialing to meet quotas, and there’s no
- [Clarity](https://talentsearchpartnersinc.com/clarity/): Good leadership makes you feel safe by providing clarity, and confusion is an enemy to progression… Through no osmosis, I’ve identified the type of leader I don’t want to be, which is indirectly shaping the leader that I am becoming… My obsession with the topic of leadership was formed through my own personal experiences with it… Personally, my Wife is factual, and data driven. I am feelings/emotions driven… Admittedly, I’ve experienced the dangers of relying too much on emotions… This explains my affinity to emotional leaders over the years. There was common ground between us, and I felt safe around them… Interestingly
- [Forget Ethics, We’re Hurting The Marketplace By Not Giving People Feedback](https://talentsearchpartnersinc.com/forget-ethics-were-hurting-the-marketplace-by-not-giving-people-feedback/): Ghosting was the unofficial theme for 2025… We can all agree that no one deserves to be left in the dark… Human decency dictates that everyone is worthy of being told how an interview or meeting went… This new anti-ghosting legislation coming into effect in 2026 is being received with some pessimism, with some believing that it will offer no real value to someone who could use such feedback from an employer as a catalyst for self-reflection & self-improvement… To fulfill his mandatory media obligations and avoid fines, Marshawn Lynch aka “Beast Mode” of the Seattle Seahawks took part in a
- [I Gave Up Speed Dating To Scale My Business](https://talentsearchpartnersinc.com/i-gave-up-speed-dating-to-scale-my-business/): For those who are familiar with speed dating or old enough to remember it during its rise, think of a pressurized room filled with enthusiastic single people searching for companionship under strict time constraints. As you move from table to table, person to person, you quickly begin to realize what works for you and what doesn’t. Those conversations, while brief, can convey a lot about you to the other person and vice versa. There’s hardly enough time to form an organic connection with someone, but many turn to it to increase their odds of ending the year in a relationship… It’s
- [99% Of You Are Prompting That Recruiter Wrong](https://talentsearchpartnersinc.com/99-of-you-are-prompting-that-recruiter-wrong/): I learned today that most people don’t know how to properly prompt their AI – 99% to be exact. Essentially, AI is only as productive as the quality of the prompts it receives from the user… Interesting… We dictate to AI the role we’d like it to play, what we’d like done, how we’d like it done, and you can even provide context/background to increase accuracy… When I heard this today, I immediately thought of the recruitment profession. Specifically, the degree of frustration that many are feeling towards recruiters… The bad recruiters should be held accountable! They’re not only leaving a
- [A Slap On The Wrist (New Anti-Ghosting Legislation)](https://talentsearchpartnersinc.com/a-slap-on-the-wrist-new-anti-ghosting-legislation/): EMPLOYERS, you can now be fined it you do not provide feedback to a candidate you’ve interviewed within 45 days. This is new legislation as part of a reform to our employment standards in Ontario. This will come into effect January 2026…happy new year! Great news, right!? I wish I could rejoice with everyone in the marketplace… I guess strong-arming an employer to act ethically could be considered a win, but there’s still a lot of work to do… Fines are like placing a band-aid on a muscle ache. We’re simply covering the issue without really addressing the source of the
- [The Red Carpet Experience](https://talentsearchpartnersinc.com/the-red-carpet-experience/): Cue the traditional scenario: it’s Friday afternoon, and your best employee walks into your office before the weekend: EMPLOYEE: I’m here to resign from my position EMPLOYER: This is troubling and terrible timing. Is there anything I can do to change your mind? How much have they offered you? I’ll match it right now! I’ve kept it brief for the sake of LinkedIn… Accepting a counteroffer might seem attractive in the moment, especially if your reasons for leaving in the first place were not iron-clad. I’d like to caution anyone who is on the verge of handing in their resignation to
- [LAYING PEOPLE OFF IS A COP OUT](https://talentsearchpartnersinc.com/laying-people-off-is-a-cop-out/): Of all the expenses you could slash within an organization during financial instability, you chose the human! Firstly, if you think of your people as expenses, then you’re in the wrong business… When someone says that layoffs are a mandatory measure towards becoming leaner/stronger or represent a pivot into something new, what I really hear is someone who cannot be bothered to lead during a period of change… It’s more desirable to manage the integration of new technologies than it is to lead people, especially those who might be underperforming…(the true measure of leadership)… Similarly, tolerating a poor performer versus taking
- [You're Never Alone As A Leader](https://talentsearchpartnersinc.com/youre-never-alone-as-a-leader/): Good leadership doesn’t always translate to a multitude of followers. In fact, there are times when you’ll stand alone… Well, not completely alone. Your convictions are right there beside you… Your decisions will not always please the majority, but compromising will keep you up at night in deep regret… I’d rather enjoy peaceful sleep… Strive to please everyone, while remaining conscious that you will never please everyone. Even on your best day, you’ll come up short… This revelation isn’t meant to discourage effort… In fact, it should motivate you to perform at your daily best… Good leadership does not take days
- [Retained Is The New Predictable](https://talentsearchpartnersinc.com/retained-is-the-new-predictable/): There are a lot of trust issues in the current marketplace. Much of it is justified… There’s also A LOT of information from experts and people who are well-intentioned circulating… Poor experiences, coupled with advice from every angle have made the current marketplace stressful to navigate through. I’ve been privileged to work in a profession that I love for 15 years… As such, there are best practices that I try to disclose to anyone who will listen. Key word being “listen.” It’s ultimately your decision, but as someone once said, “knowing is half the battle.” Whether you’re a job seeker, employed,
- [How Could He Resign With Our Company Swag?!](https://talentsearchpartnersinc.com/how-could-he-resign-with-our-company-swag/): A good onboarding experience is vital to ensuring that a new hire stays beyond their first year. Too many relationships have failed within the first 365 days post hire due to a bad first impression. Let me first state that everyone is well-intentioned. It is not my thesis that a leader within an organization sets out to create a negative experience for a new employee. The reality is that too many new hires are left with more questions than clarity after their onboarding/orientation period. Despite the excitement communicated about the role during the interviews, chemistry, & position fit, none of that
- [She Impacted Lives Wearing An Apron](https://talentsearchpartnersinc.com/she-impacted-lives-wearing-an-apron/): There are not many things that move me at this point in my life. My perspective on life and what’s important has gone through a major renovation… In the midst of all these different life experiences, the human remains foundational. I learned today that my late Grandmother fed members of my Mother’s Church after service every Sunday. She did this consistently, with zeal and love… As noble an act as feeding hungry people is, it’s how my grandmother would’ve made these people feel that compelled them to keep coming back that stands out to me (good food aside)… People matter, and
- [The GK Style of Leadership](https://talentsearchpartnersinc.com/the-gk-style-of-leadership/): He challenged me, and the experience changed the trajectory of my career in recruitment. He had 2 Master’s degrees, a Mathematician with a deeply analytical mind. Uniquely, he was also a tremendous people person with an uncanny ability to tear down barriers that most people put up. He asked thoughtful questions, while giving you his undivided attention. When he spoke to you, you felt like you were the only person who existed in the universe. He was one of the most life altering leaders I’ve served under, despite my best efforts to escape his influence. Hereinafter, referred to as GK. GK
- [The Great Separation – Why Organizational Leadership Finds Itself On The Unemployment Line](https://talentsearchpartnersinc.com/the-great-separation-why-organizational-leadership-finds-itself-on-the-unemployment-line/): Never in my 15 years in recruitment have I ever seen more qualified people looking for work. By qualified, I refer to people who would ordinarily not find themselves unemployed in a traditional marketplace. The other variable is the length of time they find themselves in the market. Good people find jobs, and find them quickly. This has been the expectation for years, but not the case anymore. The market isn’t just candidate heavy, but it’s ‘top-tier’ candidate heavy, and this worries me. The caliber of talent that I am witnessing enter the market is mind-boggling and lends itself to deeper
- [A Technological Approach To Ghosting Candidates](https://talentsearchpartnersinc.com/a-technological-approach-to-ghosting-candidates/): There’s no doubt that AI and Recruitment will be married for the foreseeable future. If leveraged correctly and with balance, it will only serve to optimize the service and address more needs. While the benefits are clear and lucrative, I worry about placing an AI band-aid over a broken system and mindset. Let’s dive deeper… ​Ghosting for instance has been commonly associated with recruitment for years now, and while I don’t know when it became a thing, ghosting has become a predictable outcome when dealing with recruiters. What is Ghosting? In my own words, it is the complete disregard of basic human decency
- [How You Present Something Matters](https://talentsearchpartnersinc.com/how-you-present-something-matters/): An A5 steak with its complementary sides is not very appetizing if served on a dirty plate You can have the greatest invention known to man or a service/product that can change lives, and none of that is of any significance if it is not introduced in a way that resonates with your audience This is precisely what’s hindering the recruitment industry from reaching its true potential. The service is credible, your tech is world-class, but the messaging sucks… • Check out our extensive database…(irrelevant to a decision maker)• We have experience in your industry…(everyone does)• We just filled a similar
- [Real Leadership Starts At The Pumpkin Patch](https://talentsearchpartnersinc.com/real-leadership-starts-at-the-pumpkin-patch/): Leadership is a privilege, not a right of way. You cannot inherit it; it’s a calling for a few. Yet, leadership advice is available on every street corner. Real leaders nurture future leaders, and are only interested in the development of people, not processes, strategies, or goals. If you take care of people, then those very people will take care of the business. It’s no wonder why your people are drowning in anxiety, having conversations with recruiters, & taking time off work to meet with your competitors. Real leaders don’t make counteroffers – they take care of their people in the
- [The Embassy Of Search](https://talentsearchpartnersinc.com/the-embassy-of-search/): In my role as a search partner, I am an ambassador for my customers. As an official partner for these organizations, I represent their corporate interests & goals in the marketplace. I am an extension of the brand, a defender of the reputation, and an enthusiastic promoter of current and future plans. Once an agreement is signed, the search partner and that organization become one. Agendas are fused and a relationship is forged based on the alignment of values, proper business practices, and basic human decency. The role of an ambassador also means that there cannot be any lapses in integrity
- [A Cost Effective Approach To Profitability](https://talentsearchpartnersinc.com/a-cost-effective-approach-to-profitability/): One of the weaknesses of leaders that I’ve witnessed is their resistance to engaging in proactive dialogue with talent in their industry. Most decision makers are reactive when it comes to talent acquisition. It’s for certain that an organization will experience turnover by way of resignation, retirement, parental leave, termination, or death. We know these things will happen as a normal course of doing business, yet we wait for the inevitable, and scramble to fill these gaps in our talent structure. These are generally not when the best decisions are made. Hires in these moments are normally made out of convenience
- [The Colonization of Good Leadership](https://talentsearchpartnersinc.com/the-colonization-of-good-leadership/): Unprecedented circumstances call for unprecedented leadership. Followers are crying out for compassionate leaders who put the human above profit. Morals above self-interests. This starts at the ground floor… Ground floor? – Making better hires. This requires doing a better job of vetting current and future leaders. The growth of any company requires enlisting the service of competent professionals who work and lead with character. Any company that cuts corners when it comes to hiring the best their marketplace has to offer, is not interested in sustainability. By cutting corners, I refer in part to hiring strictly based on technical prowess and
- [Some Vultures Wear Custom-Fitted Suits](https://talentsearchpartnersinc.com/some-vultures-wear-custom-fitted-suits/): Recruiters! You’re feeding on dead-end positions; chasing after them like hungry vultures; willing to compromise for an organization that will not give you repeat business. You’re feeding on dead-end positions; positions that have no legitimacy or strategic direction, no growth trajectory for top prospects, no upper management support, and will likely end in termination or resignation of the hired employee within a year. This cycle has repeated itself time and time again, and you’re guilty by association. You’re complicit in this hoax of a hiring process by accepting these types of roles from hiring managers that are looking to exploit the
- [Don’t Take Time For Granted](https://talentsearchpartnersinc.com/dont-take-time-for-granted/): There’s a war for time! More time with the family. More time with your children. More time to complete that project. More time to exercise. More time to eat. More time for everything you hold dear. We’re all given the same allotment of time in a day. It cannot be subtracted from, or added to… 24 hours is our daily portion 🕰️ The difference between a good professional and a poor professional is their ability to give you a return on your time. You pay a plumber to fix that leak because it will save you hours of trying to fix
- [You Are More Than Just A Resume (The Follow Up)](https://talentsearchpartnersinc.com/you-are-more-than-just-a-resume-the-follow-up/): 📢 Candidates! The job market is tough right now, but your activity will lead to positive results… The key is to create small wins everyday by following up. A good follow up is not always discussed, but it’s your key to standing out. The average job seeker does a quantitative blitz of the marketplace, thinking it’s about volume of send outs. True to some extent, but a well thought-out and personalized follow-up to a decision maker (HR or hiring manager) is important to gaining momentum, and landing that dream role. I speak with job seekers regularly and the most common frustration
- [Why The Recruitment Industry Can't Move Forward...](https://talentsearchpartnersinc.com/why-the-recruitment-industry-cant-move-forward/): Trust is key across all relationships. The issue that most have with recruiters is they are just untrustworthy… It starts with the initial outreach… A smooth pitch and tons of promises about how great an opportunity it is for your career… Followed by a request for your resume, then… Silence. This is precisely why the profession isn’t taken seriously… Most recruiters don’t set out to work this way. In fact, I’d like to think that the majority start out sincere with the best of intentions… They don’t want to operate transactionally, and they believe in treating people well, but pressures and
- [Leadership Is A Mirror](https://talentsearchpartnersinc.com/leadership-is-a-mirror/): So, why do you put so much emphasis on people? I wrote a blog post 2 years ago, entitled: The Great Departure – A Recruiter’s Guide To Retaining Your Best Talent (read it here – https://talentsearchpartnersinc.com/the-great-departure-a-recruiters-guide-to-retaining-your-best-talent/) That post did very well, and the feedback supported that… In it, I discussed the 6 areas where leadership has failed, and it resonated with readers… One of the benefits of serving under a poor leader is you get to eye witness everything they are doing wrong, which allows you to not repeat those mistakes… It pained me to watch good people leave that office…
- [What Do You Need To Earn? (Lessons From Lacrosse)](https://talentsearchpartnersinc.com/what-do-you-need-to-earn-lessons-from-lacrosse/): The Premier Lacrosse League (PLL) is a privately held sports league started by Paul Rabil (former player) and his Brother, Mike Rabil. It’s a fascinating story about Paul’s rise through the sport to league founder/owner. Mike is featured in this interview and provided an interesting answer to a question about recruitment. You can play the clip below, but it got me thinking about the simplicity of the answer and why more business owners don’t come up with competitive and creative ways of compensating their best people. They’re a growing league looking to increase viewership & revenue, so recruitment & retention are
- ["I Could Never Work For That Guy!"](https://talentsearchpartnersinc.com/i-could-never-work-for-that-guy/): He was on his phone during the interview…………and it wasn’t the candidate. It was the CEO/Founder of a multinational company with roots that span over half a century… It was shocking to me and the candidate that a CEO would behave in this manner… What a first impression for a seasoned executive who had great meetings with everyone up to that point within the organization… The fit was strong, and the ROI was clear… The candidate had a strong leadership background working for a variety of manufacturers and expertise in the standardization of processes, something the company lacked and desperately needed
- [He Brought A Sledgehammer To Work On His First Day](https://talentsearchpartnersinc.com/he-brought-a-sledgehammer-to-work-on-his-first-day/): As a newly hired business leader within an organization, the first 6 to 18 months should be a learning period. You should be spending the majority of your time getting to learn the company, your team, the culture, & your customers. Avoid making any major decisions during this time until you’ve had a chance to survey the landscape of this organization – this requires patience. As a leader, you’ve become a steward of the organization’s assets, primarily its people. Unless you were hired with a specific mandate with an aggressive timeline to achieve a set of goals, the agenda should be
- [The Issue Is Trust](https://talentsearchpartnersinc.com/the-issue-is-trust/): Recruiters don’t trust Candidates, Candidates don’t trust Recruiters, Hiring Authorities don’t trust Recruiters, & Recruiters don’t trust Hiring Authorities. Confusing, but the illustration above is simple enough to understand… So, how is this distrust manifested… Cue the typical email from a Recruiter to a Candidate: Hello, Candidate – our client in the pharmaceutical sector, a global entity and leader in their space is looking to hire a new Director of Something…to hear more about this exciting opportunity, please reach out to me. Everyone is familiar with this sort of email. Here’s the explanation and much needed context… The average Recruiter receives
- [The Real Measure Of Value](https://talentsearchpartnersinc.com/the-real-measure-of-value/): My walk last night did little to solve my value conundrum. The dog feces left along my path certainly didn’t help the situation… I’m struggling with value… Every recruiter pitches their value the same… “a huge database of resumes” “years recruiting in your industry” “a team of recruiters who will be dedicated to your roles” “flexible fees” …a great list of value cliches, but this is not real value because it doesn’t address the needs of the end user… Recruiters are in over-supply and the demand for talent is at an all time high. There is a recruiter on every street
- [The Follow-Through](https://talentsearchpartnersinc.com/the-follow-through/): Proper basketball shooting mechanics dictates a consistent “follow-through” contributing to a smoother and more accurate shot attempt. As part of good fundamentals, following-through is not only taught, but encouraged at all levels. It’s the last thing in the act of shooting that helps to guide the ball into the basket, yet few regularly follow-through. The average recruiter can take an order from a customer, source resumes, submit them to the hiring managers, arrange interviews, make the placement, & collect the fee; rinse and repeat. Yet, despite doing all of the “right things” to make the placement, one in four recruiters are
- [Choose Your Next Window Contractor Wisely](https://talentsearchpartnersinc.com/choose-your-next-window-contractor-wisely/): Why should it matter to you whether that recruiter is retained, contained, or contingent? To many people, recruiters are all cut from the same bad cloth. When you sense that it’s another recruiter on the line with the same self-serving pitch, you likely tense up, rush them off the phone, or hang up before they can complete their sentence (hopefully you don’t do the latter too often. There is something humane about letting another human finish what they have to say, even if you’re completely disinterested). I digress… Retained, or not to be retained. That is the question! Let’s first dissect
- [Your Career Parachute](https://talentsearchpartnersinc.com/your-career-parachute/): ⚠️ Candidates! Don’t be fooled! ⚠️ If you accept a counteroffer from your current employer and one of their promises is that they will build a team under you as a way of addressing some of your professional ambitions, please know that there could be another motive in doing so and this could merely be a promotional carrot to appease you for the time being. You’ve already attempted to leave once, and in their minds, what is stopping you from trying again. To mitigate this risk, they will promise to build under you so that everything you know can be transferred
- [Progress Is A Collection Of Small Steps](https://talentsearchpartnersinc.com/progress-is-a-collection-of-small-steps/): ✅ We want to be a market leader by 2040… ✅ We want to increase our revenue by 50% in 3 years… ✅ We want to surpass our competitor in the development of… Goals are great, but they are only achieved by focusing on the details. These are the seemingly insignificant tasks that we take for granted. We all like to put “excellent attention to detail” in our resumes, but how many of us actually pay attention to the details that matter the most? We’ve become so fixated on distant goals, that we’ve forgotten about the process. Tucked away within the
- [The Engine Of The Enterprise](https://talentsearchpartnersinc.com/the-engine-of-the-enterprise/): HR is one of the most undervalued business units within a company. I’m not quite sure when the shift took place, but it’s apparent from my experience that Human Resources is operating at a diminished value within most companies. Transactional at best, and often abused. Think about it, they are looking after the greatest assets within a company, and they architect the policies, procedures, and programs that have the greatest impact on those assets. They hold everyone to a standard and call things out when they don’t align. It’s no wonder why we have witnessed an increase in dejected employees. The
- [Business Lessons From The Basketball Court](https://talentsearchpartnersinc.com/business-lessons-from-the-basketball-court/): I love basketball banter! As I’ve aged, I have come to appreciate the pre & post game analysis more than game action. The news that still has the basketball world buzzing and the Dallas community in fury, is the trade that happened behind closed doors, finalized in the wee hours of the night to avoid public scrutiny & backlash. Coined the most shocking trade in NBA history, the move of one of basketball’s rising legends is still mind-boggling to many. How could a franchise with playoff aspirations at the beginning of the season now be facing a missed opportunity to make
- [What Do You Need To Earn?](https://talentsearchpartnersinc.com/what-do-you-need-to-earn/): What are your salary expectations? What are you presently making?? I’d like to see business leaders take a different approach to the topic of compensation. Disclaimer: The following only applies to top performers in their industry – opening this question & train of thought to any and everyone does not work. I am directing this to those top-tier candidates who operate from a place of professionalism, integrity, and who can deliver on what they’ve communicated. My recommendation… Rather than asking for a prospects salary expectations which is really only used one dimensionally to rule someone in or out, I’d like to
- [You Can Be Traded!](https://talentsearchpartnersinc.com/you-can-be-traded/): The basketball world was left in a state of confusion by the Luka Doncic trade early Sunday morning. How could a franchise that just went to the NBA finals a year ago with a roster designed to make another championship run so callously part with their best player in the prime of his career? What took place by the leadership of the Dallas Mavericks happens on a daily basis in the business world and doesn’t come as a surprise to me. As I consider the situation, here are my takeaways and lessons learned: I’ve facilitated many great connections over my career
- [Here's The Truth About The Job Search Process](https://talentsearchpartnersinc.com/heres-the-truth-about-the-job-search-process/): They told you that the job search was a numbers games and you believed it! At one point in my life, I did as well. Have Chat GPT write you a winning resume and send out hundreds of applications a week. The next week, repeat the process until you get burnt out and start complaining about the job market, the economy, and recruiters that never follow up with you. I’m challenging that approach by suggesting that it’s not a numbers game, but perhaps your approach is focused solely on send-outs and not on results with small wins along the way. The
- [I'm Taking My Talents To...](https://talentsearchpartnersinc.com/im-taking-my-talents-to/): In my line of work, I am privileged to speak to a variety of professionals who are passively open to hearing about new opportunities or active in the market. This is of course good for business, but it’s boggling to the mind why business leaders are not doing a better job of providing a career growth trajectory for their best people. You shouldn’t be surprised when a top performer walks into your office with a letter of resignation. Oftentimes, counteroffers are seen as insincere and a tactic used by leaders to prevent a disruption to their business. A true professional will
- [Try Something Different](https://talentsearchpartnersinc.com/try-something-different/): I received a call from an executive leader of a company a few months ago. He wanted to enlist my help on a couple of searches that his organization was having trouble filling. These were not highly complex roles to fill by any means, but given the tightness of the marketplace, finding the right people and keeping them beyond a year is proving to be a challenge. My kickoff call went well, but ultimately, discussions stopped there. I was told during the call that they had a few recruitment partners that were working with on the searches, but for reasons unclear
- [Regular Maintenance](https://talentsearchpartnersinc.com/regular-maintenance/): The courtship precedes any successful relationship for good reason and regular maintenance of that relationship is a must. Just ask anyone who has been married for more than 90 days or been in business for more than 10 years. Finding that great candidate or trying to build your team of professionals without healthy steps towards courtship is counterproductive. As a Recruiter approaching 15 years in the industry, I’ve facilitated many great relationships. Fortunately, I’ve witnessed hiring processes that were collaborative & just a joy for everyone to be part of, and others that would make you cringe. The onus rests on
- [Excellence Goes The Extra Mile](https://talentsearchpartnersinc.com/excellence-goes-the-extra-mile/): I had a fascinating call with an engineer today… She’s pursuing an MBA which she’s looking to leverage into a career in management… It’s not everyday that I speak to an engineer who has MBA ambitions, so I probed… The “why” behind the pursuit of an MBA was admirable… There are good, great, and excellent engineers… Excellence goes the extra mile! She wasn’t content with just designing good products. She wanted to understand the bigger picture behind the product. It was a conversation with her then Manager that fueled the desire to go the extra mile… I’m paraphrasing and perhaps oversimplifying
- [A Legacy of Leadership Excellence](https://talentsearchpartnersinc.com/a-legacy-of-leadership-excellence/): Leadership is a dear subject to my heart. Having sat under my fair share of leaders, good & bad, I’ve seen what works and what doesn’t. This morning before Christmas breakfast, I stumbled onto an article about The San Antonio Spurs head coach, Gregg Popovich. Coach Pop, as he’s referred to by his players, has been coaching the Spurs for 28 years, a tenure that is not common in sports these days. In this revolving door society, it’s rare for anyone to stay with one organization for that length of time, especially over the last few years while the organization has
- [The Private Jet Experience](https://talentsearchpartnersinc.com/the-private-jet-experience/): Understanding the intrinsic value of a product or service is vital to getting the most out of it. A private jet is valuable to those who can afford it because of the comfort it provides and the speed at which it can travel, enabling a faster and a less congested experience to your destination. You as the consumer get your time in return by making this investment. It’s a service and a luxury that we are willing to pay for no matter the cost. My last boss told me on the first day we met that he prides his business on
- [The Secret To A More Productive Workforce](https://talentsearchpartnersinc.com/the-secret-to-a-more-productive-workforce/): It’s amazing when you think about the correlation between encouragement and labour… I don’t quite understand how this behavioural phenomenon works, but the results are always the same… A person who feels appreciated, will always do more – this is true 100% of the time. My Mother would often say to me as a child that a little encouragement sweetens labour. Wise words from a woman who understood that the real intrinsic motivator lies in appreciating the effort of others… This often came in the form of cooking lunch for a general contractor who was doing work around the house for
- [We Want You In The Office 5 Days A Week, Or Else!](https://talentsearchpartnersinc.com/we-want-you-in-the-office-5-days-a-week-or-else/): Talent retention remains a trending topic as we approach a new year. With over 14 years in recruitment, I’ve facilitated career moves at all levels. The common denominator in all of those encounters is a motivator. Motivators in this context are underlying reasons behind a prospects willingness to listen to what I have to offer and ultimately engage in the hiring process. The motivators expressed normally stem from a form of dissatisfaction with their current employer – dissatisfaction can take many forms and varies from person to person. As a Recruiter, understanding a candidate’s motivator is vital to a successful Candidate
- [The Key To Selling Anything](https://talentsearchpartnersinc.com/the-key-to-selling-anything/): The mark of a good product or service is its ability to give you your time back. Time is our greatest asset in this life, yet it’s the most wasted and taken for granted. Retail sales representatives fail miserably when they follow a new customer around the store telling them repeatedly about items that are on sale. Rather than presuming what a customer is willing to spend, why not ask what type of experience they are looking for? If you sell the experience, then it doesn’t matter what a product or service cost. Sell the peace of mind and the benefit
- [4 Sales Tips From My Wife](https://talentsearchpartnersinc.com/4-sales-tips-from-my-wife/): My Wife is the greatest salesperson I’ve ever met! …formally, she has never worked a day in sales, but she has all of the traits of an effective salesperson. We met at Church… She approached me after one of our services. Her opening line – “I heard you work in HR……………I could use help with my resume.” I agreed to help, but I sat on it for 3 weeks… I finally made the time to call her. Turns out she was actually happy with her resume and didn’t need help… She wanted to get to know me and the cry for
- [It’s Against Our Policy To Agree To Exclusivity](https://talentsearchpartnersinc.com/its-against-our-policy-to-agree-to-exclusivity/): Show me another profession where its professionals are competing against each other for a fee… What’s worse is that recruiters are accepting of this behaviour. Imagine me hiring 3 different window contractors for my home and having all 3 companies in my home at the same time during installation… Efficiency and logic would dictate that I would enlist the service of ONE company to install the windows throughout my house…(shout out to Pioneer Windows & Doors – highly recommended!) I find it difficult to understand how any competent executive within a company would think that it is good for business to
- [Diary of a Humbled Recruiter (A Memoir to Human Resources)](https://talentsearchpartnersinc.com/diary-of-a-humbled-recruiter-a-memoir-to-human-resources/): Dear Human Resources, We’re sorry and we can do better. We realize how important you are to the recruitment process, and you deserve to be kept in the loop… …and not just kept in the loop, but treated as a valued contributor to the outcome. You are left wondering most of the time and brought into the process only for offers of employment and onboarding activities. You have a lot dumped on your plate and your contributions are often unrecognized and certainly underappreciated. Your value surpasses being just a processor of contracts and you deserve a seat at the executive leadership
- [The Recruitment Industry Is BROKEN!](https://talentsearchpartnersinc.com/the-recruitment-industry-is-broken/): Car Mechanic: It will cost you $1,000 for a new Suspension and Steering System… Customer: Done, when can you start? Lawyer: It will cost you $300/hour to retain my services for this case… Customer: Done, when can you start? Plumber: It will be cost you $200/hour for my assessment of your leak… Customer: Done, when can you start? Recruiter: My fee is $35% for executive level searches… Customer: That is too high for us. We typically pay our recruitment partners 20%. Take it or leave it. Recruiter: Done, when can we start? Recruitment is vital to every organization’s success, yet we
- [The Elephant In The Room](https://talentsearchpartnersinc.com/the-elephant-in-the-room/): I recently had a meeting with a company that I was trying to convert to a customer. It’s a family-owned business with a ton of growth potential. What was most intriguing about this process was being on the other side of the interview table and having a decision maker probe into why they should work with me. It was a refreshing conversation with what I believed to be strong chemistry and the potential to partner on an exciting position. It didn’t work out in the end, but it was a positive experience for me. It was good to be reminded of
- [We Can Do Better](https://talentsearchpartnersinc.com/we-can-do-better/): Dear Business Leader, Your business strategy is just fine. You don’t need to hire a consultant and your vision statement doesn’t need rewording. You’ve lost sight of why you went into business… The pursuit of money has hindered your better judgement. You were once approachable, but success has made you prideful and you promote fear over trust. Obedience over partnership. You’ve put profits over the wellbeing of your people and you’ve assembled followers who are working in spite of you, not with you… Congratulations for building a company on a shaky foundation… …the good news is that there is a lineup
- ["I Respectfully Declined The Search Assignment" - Part 2](https://talentsearchpartnersinc.com/i-respectfully-declined-the-search-assignment-part-2/): There are times when you’ll need to walk away from something (or someone) to guard the integrity of what you do as a profession… I was reminded of this recently during a client interaction (identity concealed to protect them and our relationship……….still in good standing!)… This interaction came with a leader within their organization who I had never worked with before… I was referred to this individual because of my relationship within the organization and everything was off to a great start… We had a great kickoff call that laid the foundation for a positive search experience. From my side, my
- [Dispelling The Myths](https://talentsearchpartnersinc.com/dispelling-the-myths/): Hiring Manager – “We will probably post our job and see what comes through before we engage any recruitment partners. Does that work for you?” That’s great! You should be posting your jobs. There are many advantages to posting your vacancies externally. The issue that I have with this approach however is thinking that you will find exactly what you need through just posting your position. Understand that your brand has a reputation, whether good or bad, and there are people in the marketplace who have an opinion about your company and will base their decision of whether or not to
- [All She Wanted Was A Call Back (A Note To Recruiters - Part 2)](https://talentsearchpartnersinc.com/all-she-wanted-was-a-call-back-a-note-to-recruiters-part-2/): Your time away from your field or profession does not diminish your value… I’ve learned a great deal about people (and myself) over the past few years. More recently, I’ve seen my Wife selflessly sacrifice her career and what she enjoys doing to raise our Kids… Her desire to get back into the workforce has been an eye-opening and humbling experience for me to witness. I’ve seen her receive offers from those in my profession and companies that don’t come near her worth and what she can contribute to an organization. Kudos to her for not settling… A lesson to all
- [A Recruiter is Calling…](https://talentsearchpartnersinc.com/a-recruiter-is-calling/): A Recruiter is calling… Why not take that call? If you’re good for now, I get it. Who wants to waste their time speaking to a Recruiter when there’s no need to. “I only speak to a Recruiter when it’s in my best interest to do so…” …but why not take that call? “I’m doing well in my career…I work with a great team in a great environment. I’m progressing with my company and will be next in line for a lucrative promotion that will break me into a higher income bracket!” …but why not take that call? “I’ve never had
- [Control vs. Faith](https://talentsearchpartnersinc.com/control-vs-faith/): Everything in business takes time to turnaround. The past 6 months have been a real test of patience… Recruitment and patience are like oil and water… …Control, Control, Control! (you naive recruiter!) True wisdom is realizing that we don’t control anything, especially people… It’s humbling to realize that you can do everything right and still not get the desired results… …keep pressing forward! Candidate & Client control are myths… Outcome control is a greater myth…(and laughable) The only controllable is your attitude (especially during perceived failure)…it’s at this intersection that you truly become patient with yourself, people, and situations (a time-tested
- [Thanks For Another Great Hire, Troy! So, How Do I Retain This Talent?](https://talentsearchpartnersinc.com/thanks-for-another-great-hire-troy-so-how-do-i-retain-this-talent/): One of the weaknesses of business leaders is their inability to cultivate a culture that grooms talent, and to make sure that their top performers are put on a career path that leads to new challenges, personal development, and ultimately, financial gain. Let’s not trivialize the importance of the financial motivation. Dangling carrots is not only insulting, but it’s the easiest way to kick your best producers out of your company. If you as a leader for your group, division, branch, or office, have not crafted a clear and realistic career path for your top performers that will allow them to
- ["I Respectfully Declined The Search Assignment"](https://talentsearchpartnersinc.com/i-respectfully-declined-the-search-assignment/): Hiring Authorities have a responsibility to qualify their recruitment partners. The model has been fractured for years and it will only improve if both sides are willing to take an honest look at how they’ve been handling the relationship. There is a lack of trust (and with good reason) when it comes to the recruitment profession and hiring managers have failed to leverage the skills and network of a good recruitment partner. The only way to change this paradigm is by having conversations. You shouldn’t complain about the crookedness of recruiters when you’ve engaged in transactional behaviour that fosters similar actions
- [Counteroffers - Part 3 (Candidate Story)](https://talentsearchpartnersinc.com/counteroffers-part-3-candidate-story/): February 1st, 2022 – The following counteroffer took place… …I was moments away from finalizing a major deal for a new Chief Financial Officer for a manufacturing customer of mine… After presenting the offer to my candidate, the following conversation took place… Candidate: Don’t worry, Troy. The only way I don’t take this offer is if they throw “stupid money” at me (Stupid Money = an exorbitant amount of money that you’d be stupid to walk away from). Me: Okay, let me know how it goes (an hour or so later) Candidate: So, I just had that conversation with the owner
- [All She Wanted Was A Call Back (A Note To Recruiters)](https://talentsearchpartnersinc.com/all-she-wanted-was-a-call-back-a-note-to-recruiters/): My Wife had a personal breakthrough today… After taking 5 years off to raise our 2 kids, she decided to jump back into the workforce. It’s been a few weeks since her search started, and it has been an emotional rollercoaster to say the least. But today was different… After many applications, rejections, & attempts to reach recruiters via phone and email, she finally received a call back from one of them today. All she wanted was a call back! The fact that the recruiter couldn’t do anything for her in that moment is secondary… All she wanted was a call
- [HIRING MANAGER! Ask That Recruiter These 5 Questions Before Proceeding](https://talentsearchpartnersinc.com/hiring-manager-ask-that-recruiter-these-5-questions-before-proceeding/): A few months back I wrote a blog article about the questions candidates should ask recruiters every time they are approached about a new career opportunity. As I was driving back from my local farmers market this morning, it dawned on me that hiring managers have an equal responsibility to properly screen their recruitment partners and to go beyond the surface questions like, “what is your fee and what is your candidate guarantee period?” These are important, but I’d encourage you to dig deeper to unearth the quality and motivation of that recruiter. The reason why ghosting exists is because the
- [Career Move Regret - How To Avoid It](https://talentsearchpartnersinc.com/career-move-regret-how-to-avoid-it/): Most candidates don’t know how to properly qualify a position that they are interested in. The most generic questions that candidates ask hiring managers when interviewing for a new position are: 1. What is the salary range for this position? 2. Can I work from home? 3. What are the primary tasks related to this position? All important questions, but in order to really get to the core of the position in question, you’ll need to be more thoughtful and strategic with your line of questioning. The heart of this issue is that most people have not been trained to ask
- [Good Habits - A Memoir To Future Recruitment Professionals](https://talentsearchpartnersinc.com/good-habits-a-memoir-to-future-recruitment-professionals/): Budding RECRUITERS – Congratulations on choosing recruitment as your career path. You are in for a rollercoaster ride like you’ve never experienced before. It’s a demanding career but has no ceiling to financial gains. It will test you in ways you’ve never been tested before, but you will learn something new everyday. Your backbone & character will benefit from the losses, and you will remain humble during the wins. Your days will be long, but you will sleep well at night knowing that you did things the right way. My advice to anyone who is thinking about a long-term career path
- [The Perfect Match: How To Choose The Right Recruiter For Your Next Career Move? (Questions That Every Candidate Should Ask Their Recruitment Partner & What To Beware Of!)](https://talentsearchpartnersinc.com/the-perfect-match-how-to-choose-the-right-recruiter-for-your-next-career-move-questions-that-every-candidate-should-ask-their-recruitment-partner-what-to-beware-of/): A credible recruiter takes you on a career exploration that hopefully leads to personal freedom and professional development. Before that exploration commences, that recruiter will ask the candidate some qualifying questions to better understand their current situation, educational background, work history, goals, ambitions, family life, etc. The answers to these screening questions will determine whether that candidate will proceed to a next step with the client or be passed into a pipeline for future roles & consideration. This candidate qualifying process is fundamental and sets the tone for future conversations. This qualifying process works both ways, and candidates should be just
- [Counteroffers - Part 2 (What They Don't Tell You)](https://talentsearchpartnersinc.com/counteroffers-part-2-what-they-dont-tell-you/): CANDIDATES – If you are faced with a counteroffer from your current employer, please keep the following in mind: 1.      Your current employer is going to remember that you tried to leave once2.      Your current employer is going to remember that sick day or unexplained “family emergency” that pulled you away for half a day all so that you could meet with another company3.      Your growth at that company could likely hit a ceiling. Meaning, don’t expect to be considered for future promotions or increases in the future4.      They are going to remember that you backed them into a corner and forced their hand for
- ["Things"](https://talentsearchpartnersinc.com/things/): No matter what you do as a profession, balance is key. If you’ve reached the pinnacle of success in your career, congratulations are in order. You’ve made your dreams a reality and you’re enjoying the fruits of your labour. Now what? I’m a believer in daily self examinations. No matter how successful you are, an honest analysis of self will reveal areas that can be tweaked or altogether purged. Titles are great and money is a necessary resource to exist in this life. I’m not discrediting the importance of “things”. My concern is the relentless pursuit of “things” at the expense
- [The Great Departure – A Recruiter’s Guide To Retaining Your Best Talent](https://talentsearchpartnersinc.com/the-great-departure-a-recruiters-guide-to-retaining-your-best-talent/): As a talent partner to some great organizations, I’ve seen my fair share of turnover (admittedly, this is not terrible for my line of work). It pains me whenever I see a good employee leave a company for reasons that could have been remediated or altogether avoided. The sad part is that there are normally warning signs that those in positions of leadership fail to see or completely ignore. If you’ve recently had to deal with an increased number of people running away from your leadership, then chances are there could be an underlying issue related to your approach to handling
- [Sunday Scaries](https://talentsearchpartnersinc.com/sunday-scaries/): There is a new phenomenon in the land known as the “Sunday Scaries”. This is used to describe the anxiety that many US workers experience the night before heading back to work Monday morning. I can only imagine how traumatic this must be for the people who experience this sort of anxiety. At its core, this anxiety can be directly attributed to one’s displeasure with their profession, their company, or their work environment. If you find yourself loathing your Monday morning experience, then the timing might be right to do a career reflection and an honest re-evaluation of what’s important to
- [3 Clear Cut Signs That Your Interview Went Well & An Offer Could Be Imminent](https://talentsearchpartnersinc.com/3-clear-cut-signs-that-your-interview-went-well-an-offer-could-be-imminent/): I’ve facilitated many interviews during my career as a recruiter, the vast majority leading to positive results (thankfully). As a job seeker or passive candidate, there are usually signs that your interview is heading in a good direction. In this week’s post, I’ve highlighted 3 clear cut indicators that you’ve likely won the favour of the hiring manager and could be receiving a formal offer of employment in the near future. The top 3 signs are outlined below… Disclaimer: Even if these signs occur in your interview, that does not necessarily mean that you are the frontrunner for the position, or

## Pages

- [My Daddy’s Boss Is A Monster!](https://talentsearchpartnersinc.com/my-daddys-boss-is-a-monster/): Introducing Troy Saddler’s debut children’s book My Daddy’s Boss Is A Monster! A delightful story that uses imagination and humor to teach one of life’s most important lessons—that kindness, compassion, and great leadership begin long before adulthood. Created for children ages 3–8, this engaging story encourages meaningful conversations between parents and children while reminding us all that the way we lead others starts with the way we treat one another. Order on Amazon From The Author Troy Saddler Earlier this year, I embarked on a journey to write and publish a children’s book. It is meant for leaders and narrated by
- [Resume Writing](https://talentsearchpartnersinc.com/resume-writing-services/): Get the resume that gets you hired GET STARTED Your resume is your passport to your next great opportunity. We are here to evaluate, modify, or create a winning resume for you that will gain traction with hiring executives & recruiters immediately.  Whether you’re an active job seeker looking for your next great opportunity or a passive professional looking to dust off that old resume for a future plunge into the job market, We are here to work with you! Give your resume the attention it deserves by contacting us today for a consultation. GET STARTED Resume Samples: Senior Manufacturing Professional
- [Privacy Policy](https://talentsearchpartnersinc.com/privacy-policy/): PRIVACY POLICY This Privacy Policy (together with our Terms of Use and any other documents referred to in it) sets out the basis on which all personal data that Talent Search Partners, Inc. and its affiliated entities and their respective representatives collects from you, or that you provide to us via the talentsearchpartnersinc.com website and any other Talent Search Partners websites, will be processed by us. Please read the following carefully to understand our views and practices regarding your personal data and how we will treat it. What Information Will We Collect And Why? How Will We Use It? We will collect data
- [Career Hub](https://talentsearchpartnersinc.com/career-hub/): CAREER HUB UPCOMING INTERVIEW? DON’T PANIC, HERE ARE SOME TIPS Interviews can be quite intimidating if you’re not prepared for them. Practice makes perfect, and this applies to interviews as well. Don’t be like Allen Iverson 😉 I’ve interviewed countless candidates over my time as a Professional Recruiter and I’ve coordinated even more with my clients. Those who came out… Read More HOW TO BE RESILIENT IN TUMULTUOUS TIMES For many, the last year and a half has been filled with fear, caution, and a lot of uncertainty. From a recruiting standpoint, I’ve noticed strong trepidation from candidates and a reluctance
- [Contact Us](https://talentsearchpartnersinc.com/contact-us/): Contact Us Get in Touch Whether you’re an employer seeking exceptional talent or a professional looking for your next opportunity, we’re here to help. Reach out today and let’s start the conversation. tsaddler@talentsearchpartnersinc.com LinkedIn
- [About](https://talentsearchpartnersinc.com/about-us/): About Us The story of our founder, Troy Saddler: https://www.youtube.com/watch?v=c5s-9y0MZIY Since 2019, Talent Search Partners has been providing professional services to job-seekers and employers. We’ve learned that staffing is not a numbers game — it’s a relationship-building business based entirely on trust and honesty. That’s why we put an emphasis on listening, guiding and matching. We offer tailor-made solutions to meet your individual needs. We work with leading organizations, and have developed a reputation as a staffing expert. Are you a job-seeker or employer? We’d love to speak with you! Contact us today to schedule a personal meeting. Industries Served: Engineering
- [Search Jobs](https://talentsearchpartnersinc.com/search-jobs/): Search Jobs At Talent Search Partners, we provide candidates with a seamless experience as they transition from one career to another. We thank all applicants for their interest but only those short-listed will be contacted. Resumes that we do not proceed with at this time will be kept on file for future openings.
- [Coming Soon!](https://talentsearchpartnersinc.com/coming-soon/): WEBSITE COMING SOON!
- [Home](https://talentsearchpartnersinc.com/): Menu Home About Jobs Career Hub Resume Writing Contact Us Buy Book Talent You Can Depend On A full-service staffing & recruiting boutique dedicated to matching exceptional talent with industry-leading employers. Your success is our mission. Get In Touch GET IN TOUCH Contact Us Name * Email * Message * reCAPTCHA Submit If you are human, leave this field blank. I’m Looking for a Job Placements Made 0 + Client Satifaction 5 ★ Years of Experience 0 + Comprehensive Recruitment Solutions Talent Search Partners is a full-service staffing & recruiting boutique dedicated to matching the best available talent to top employers.

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