Map the market
100–150 companies mapped against a written mandate you sign off, across the regions your search covers, with the person who owns each requisition identified by name, not the inbox it routes to.
How it worksReverse Recruiting.
Reverse Recruiting.
I run the search. You show up to the interviews.
One service, run end to end: I map the market, write and submit every application, reach the hiring managers who own the requisition, and keep the pipeline moving — all in your name, all tracked, all reported every Friday.
- 100–150
- Companies mapped
- ~20 min
- Of your time weekly
- Weekly
- Written reporting
- 60–90
- Days, typical window
Why this exists
A serious search is a part-time job
Run properly, an executive search costs about fifteen hours a week. Almost nobody in a demanding senior role has that, so the search gets squeezed into evenings and done badly — and a badly run search reads to the market as a weak candidate.
The failure is rarely capability. It is bandwidth. The candidate who gets the call is usually not the strongest on paper — it is the one whose application was tailored, submitted early, and followed by a direct message to the person who owns the requisition.
Running it yourself — weekly cost
- Sourcing and vetting live roles3–4 hrs
- Tailoring and submitting applications5–6 hrs
- Researching and contacting decision-makers3–4 hrs
- Follow-ups, scheduling, and tracking2–3 hrs
Total, done properly13–17 hrs
With reverse recruiting~20 min
The process
Six stages, from mandate to signed offer
A fixed sequence run by me, with a named output at every step. No black box: a shared tracker you can open at any hour.
- 01
Career Audit & Mandate
Week 0A 90-minute deep dive into your track record, target titles, and compensation package: base, bonus, and equity. We set the geography your search covers, from APAC and EMEA to the Americas, plus the practical constraints: notice period, work authorization, and non-negotiables. You leave with a written mandate: the exact roles I hunt, and the ones I deliberately ignore.
Role mandateLocal-currency benchmarkAPAC · EMEA · AmericasOutput —Signed mandate document
- 02
Positioning & Asset Build
Week 1Your CV is rebuilt for ATS parsing and human skim-reading. Your LinkedIn is overhauled for recruiter search. I script the outreach voice I’ll be using on your behalf, and you sign off on it.
ATS-cleared CVLinkedIn overhaulOutreach scriptsOutput —Approved assets + approved voice
- 03
Market Mapping
Weeks 1–2I map 100–150 companies against your mandate, then identify the people who actually own the requisition (function leads, hiring managers, internal recruiters), not the inbox it lands in.
Target company listDecision-maker mapLive role alertsOutput —Named target list with owners
- 04
Done-For-You Applications
OngoingI write and submit every application, each one tailored to the requisition rather than blasted at volume. Everything lands in a shared tracker, so you always know what’s live, where it stands, and what moves next.
Tailored per roleSubmitted for youShared pipeline boardOutput —Live application pipeline
- 05
Direct Hiring Manager Outreach
OngoingThe step that changes outcomes. Personalized multi-channel outreach to hiring managers and recruiters in your name, referencing their team, their roadmap, and their open role, so you enter the conversation ahead of the queue instead of inside it.
HM + recruiter outreachReferral pathsFollow-up cadenceOutput —Warm conversations in progress
- 06
Interview Handoff & Negotiation
At offer stageWhen calls land, I prep you against the real panel: mock interviews, a sharpened story bank, and a negotiation plan built on competing leverage. You walk in rehearsed and walk out with room to counter.
Mock interviewsStory bankNegotiation planOutput —Signed offer, negotiated
What you get
The heavy lifting, itemised
Four commitments, all of them mine. Every action is logged in a shared tracker and reported in writing every Friday.
Write and submit every application
Every application is tailored to the specific posting and submitted for you, in a voice you approved. No volume blasting, and nothing goes out under your name without your sign-off.
Maintain the search pipeline
Your CV and LinkedIn are rebuilt as part of the work, outreach is followed up and chased, interviews are scheduled, and a shared tracker stays current so you always know where every role stands.
Written report every Friday
What was submitted, who was contacted, what came back, and what changes next week, in writing, every week, including the slow ones.
What changes for you
- A live pipeline without the fifteen-hour weekly cost
- Conversations that start with the hiring manager, not the portal
- Complete visibility: every action logged and reported
- Interview prep and negotiation support when offers land
Terms
One retainer, scoped to your search
There is one way to work with me. Pricing is set on the audit call, once I know what your market and target role actually require.
The service · Fully operated
Reverse Recruiting Retainer
Monthly retainer · 60–90 day typical windowSenior professionals who want the search run end to end, and their evenings back.
- Written mandate and 100–150 company market map with named decision-makers
- Compensation benchmarked in local currency, with notice periods and work authorization factored in
- Your CV and LinkedIn rebuilt as part of the work
- Every application written against its posting and submitted for you
- Direct hiring-manager and recruiter outreach in your name
- Shared pipeline tracker and a written report every Friday
- Interview prep and negotiation support when offers land
How I operate
Your name is on every message. I treat it that way.
Running a search on someone’s behalf is a position of trust. These are the operating rules I hold to on every search.
Your name, your voice, your approval
Nothing sends until you have signed off on the outreach scripts. Every message is personalized to its recipient — I do not misrepresent your record, and nothing generic goes out under your name.
Complete visibility, always
A shared pipeline board you can open at any hour, plus a written Friday report. You always know what is live, who has been contacted, what came back, and what I am changing next week.
Discretion by default
Most searches are confidential, often while you are still employed. I work around current-employer visibility, and I never approach a company on your list without checking it is safe to do so.
Questions
What people ask about reverse recruiting
Still unsure whether this fits your situation? Bring it to the audit call — I’ll tell you plainly if it doesn’t.
Do you actually apply to jobs for me?
Yes. That is the core of reverse recruiting. I source the roles, write each application against the specific requisition, and submit them on your behalf. You review the target list and approve the mandate up front; after that, the submission work is mine.
How is this different from hiring a recruiter?
A recruiter is paid by the employer and is filling a specific seat, so their loyalty sits with the company and their interest ends where their mandate does. You engage me directly. I hunt across the whole market against your mandate, including companies with no live posting and no existing recruiter relationship, and I have no incentive to steer you toward one outcome over another.
Does outreach go out in my name?
It does, and you sign off on the voice before anything sends. I draft the scripts during positioning, you approve them, and every message is personalized to the recipient’s team and open role. Nothing generic goes out under your name.
How much of my time does this actually take?
Roughly 90 minutes for the audit, a few hours across week one to approve assets and voice, then about 20 minutes a week to review the Friday report and confirm decisions. Everything beyond that is interview time, which is the part that genuinely requires you.
How quickly should I expect results?
Timelines vary with seniority, sector, and how tightly your mandate is drawn — a niche C-suite search behaves very differently from a senior IC role in a deep market. I give you a realistic window on the audit call rather than a number designed to close you.
Is “ATS-optimized” just a buzzword?
It’s specific work: clean parsing structure, correct section headers, role-matched terminology drawn from the actual posting, and no layout elements that break extraction. Then I make sure it still reads well to the human who sees it after the filter, because clearing the parser alone gets you nowhere.
What if I’m not sure what role I want next?
That’s a normal starting point and it’s what the Career Audit is for. I work backwards from your track record, the compensation you need, and the work you actually want to be doing, then we write the mandate together. A vague mandate is the most common reason searches stall.
What happens if I want to pause or change direction?
Mandates change — a pivot, a counteroffer, a family constraint. Tell me and I re-scope. I would rather rewrite the mandate mid-search than keep hunting roles you have quietly stopped wanting, which is the fastest way to waste the work.
Do you work with candidates outside senior roles?
My process is built for senior and executive searches, where the market is relationship-driven and mapping decision-makers changes the outcome. For earlier-career roles the economics rarely justify it, and I will tell you that on the audit call rather than take the work.
Do you guarantee a job?
No, and be careful with anyone who does: nobody controls a hiring committee’s decision. What I commit to is the process: the mandate, the asset quality, the volume and precision of applications and outreach, and transparent weekly reporting so you can see exactly what’s being done.
Start here
See whether reverse recruiting fits your search
The audit is where I find out. I read your materials, pressure-test your target, and tell you honestly whether a done-for-you search is worth it in your market — no obligation either way.
- A line-by-line read on your CV and LinkedIn
- An honest view of your target role and comp band
- A realistic timeline for your sector and seniority
No cost, no obligation, no pitch deck — just an honest read on your search.