Recruiting Services

Over $1 Million earned in recruiting commissions!

Recruiting, Interviewing, Hiring, & Onboarding

I’m the guy you call when you realize the recruiting/hiring process is broken beyond repair. It started with ATS’ replacing recruiters screening candidates (yeah, I know that 90% of job applicants are not even minimally qualified) and now AI writing resumes and bulk submitting applications for jobseekers. Add the fact that almost no one knows how to properly interview, either side, interviewer or interviewee. For over 10 years, I have been working with executives and companies to try and fix this problem, one person at a time. I have averaged 4 submissions to clients for each hire, filled vacant seats that were costing thousands of dollars, and cut the overall time to interview/hire by 75%.

As a recruiter, coach and business consultant, I am so frustrated with companies that have no idea of how to manage a recruiting process. Contrary to popular belief, the recruiting process does not start with a job description posting and searching for and interviewing candidates. It's sad that there are so many courses/seminars/self-help/etc. for the job seeker to interview better but very few for a company to build a strong recruiting process. Companies are left in the dark and alone to figure it out for themselves.

In my opinion, the recruiting process begins with a needs analysis. Before a company ever writes a job description or interviews the first candidate, they need to determine why and if they actually need a new employee. There are many assumed reasons to hire a new employee but with my Keep It Simple Stupid (KISS) mindset, there are actually only two reasons and they are expansion or replacement. Every new hire can fall into these two categories. In both cases, a company should examine the current staff to determine if suitable skill sets are available for the need. If not, the fun begins and the recruiting process goes into full swing.

Recruitment as a Service (RaaS)

Recruitment as a Services (RaaS) is a monthly subscription recruiting model that is perfectly suited for businesses that need to make a few (5-25) hires at a time throughout a year. This model also eases the burden of a huge commission payment associated with other recruiting services. Unlike traditional agencies, RaaS solutions are priced based on a reasonable flat fee per month, not a percentage of the candidate’s salary.

RaaS is more than just sourcing candidates though; its helping you to define your hiring needs in the front end, analysis of the compensation required (not what you are willing to pay) to attract top talent, and then building the job description (skills needed) and interview process for success. Its old school recruiting and puts people back into hiring and takes out the automated assessments and computer check boxes. To get the best people, you need to attract them differently, which means your hiring process—your sourcing, interviewing, and recruiting—needs to change, and even how you write your job descriptions.

When a company doesn’t have a traditional HR staff, that’s where RaaS shines. We become your outsourced HR department. Early stage companies need all staff to be directly impacting the bottom line. That means developing, building, producing or selling. For any key resource to take time out to focus on recruiting new employees, it will result in neglecting their core job.

This could impede growth and maybe result in missing key milestones (targets missed, and new investments delayed etc.). By outsourcing your recruitment and other non–essential tasks (relevant to this phase of the company’s life), you can focus on your core business customers, sales, new developments).

Contingency Recruiting

Established to accommodate the single “by request” hiring needs of a company. When all has failed, and you just can’t find the right person, call SalesGuyBob. I find what cannot be found by others. I do not claim to be “purple squirrel” finder instead, I dig into what is missing in your search, what you are failing at and find the right path to search for the optimal candidate. I charge a 20% commission on the base salary just like every other recruiting firm but that is where the similarities stop.

My service begins with a situational analysis to determine what the true issues are in failing to hire the right person. From that, I build an action plan and execute. Everything I do is focused on your need. Does your job description effectively tell the job seeker what you need? Can a candidate tell you how they meet your need? I typically submit only 4-5 candidates to find an acceptable hire for my clients and of course, my job is to show you why you want to hire each candidate we submit based on your specific needs.

Because of my approach, my expertise, and my tenacity, I can reduce your time to hire by up to 75%.

Executive Coaching and Training

If you are a job seeker and tired of being rejected and ghosted, it’s time for us to talk. I'm the guy that gives the confidence and clarity back to the job seeker. Through a 3 month intensive training program, I train jobseekers to stop applying to jobs and run their search like a sales process. We start with an Elevator Pitch, build a pipeline of companies and contacts, conduct a 3-touch outreach, and Prep and train for a new and unique interview process.

I work with job seekers to create a rock solid elevator pitch (10-15 seconds long) that defines you at your core. If yours starts with "well, um", we need to talk. This helps you focus on the jobs YOU want and the people that want YOU. No more bulk or batch applications, now you can laser focus on what YOU want to do next! We also work on offers and the always difficult question about your salary requirements.

Interview prep is the most effective part of my program. If you finish an interview like 99.9% of everyone else asking for next steps and how'd I do................YOU LOSE. I'm going to teach you new skills and push your comfort zone and you're going to have the best interviews of your life! Imagine knowing in the first 2 minutes of an interview what the companies’ critical need is and that you can meet that need. The interview is over and now you’re just talking about culture.

80% of executives that follow the program have been hired.

Almost 200 executives have retained me to help them with their job search.

I'm ready to reduce time-to-hire and secure the best talent!

Companies that have hired SalesGuyBob

Bob’s Success Stories

  • "Bob has helped me recruit and hire salespeople for several companies and has been wonderful to work with. He finds solid people, screens for the fundamentals that are important to me, and makes sure we get the right type of people on board. He’s very responsive, flexible, and focused on the end result."

    - Bob Marsh, CRO, Impact Eleven

  • "Bob was a fantastic resource throughout the interview and offer/acceptance process. He conducted research on the individuals I interviewed with and provided great coaching sessions to prepare for each interview phase. Bob is a genuine person and you can tell he is genuinely rooting for your success."

    - Lauryn Turner, COO, USA Gymnastics

  • "I started working with Bob while I was at Capture Education while we were in need of hiring a few sales reps. Stand up, professional guy that worked with me through some difficult times during a leadership change. This relationship later turned into Bob being my personal executive recruiter. Can't say enough about Bob's ability to understand the entire process and help guide you along a potentially difficult journey, especially if you haven't looked for a job in over 20 years. He's the best out there."

    - Gene Lawhun, President, Capture Education

  • "I highly recommend Bob as a recruiter. I had the opportunity to work with him at Entrance. He is excellent at understanding the requirements for the position and almost could read my mind with the qualities I was looking for in a candidate. His candidates were prepped which helped make the interview process very smooth."

    - Michael Schlagel