The Pinnacle Society

One of my favorite placements started with a firm that wasn’t looking to hire. The CIO and I had been in touch about his team's trajectory for years. He kept his team streamlined with just enough depth to scale when the moment called for it. He shared how he'd love to make a dedicated compliance hire but his focus was always elsewhere. Nonetheless, he would ask me to keep him apprised of anyone exceptional I had come across. Maybe once a year I'd flag a compliance stud to him and the reply was always "sounds great, but it doesn't make sense for us now, Andrea." Then, I came across a candidate who had it all - extremely intelligent, business savvy, dedicated to compliance with a strong generalist background, and a deep understanding of the funds space. On top of this, she was just an awesome human. So I called the CIO and said: “I know I tell you about my compliance stars all the time but this one is different." Something stuck this time around - either he heard the excitement in my voice or her level was just right...whatever it was, he took the meeting. By the end of the following week, he had reshuffled priorities, pulled her through an interview process, created a position, and extended an offer. Why? Because exceptional talent is worth stretching for. Often times the best hires aren’t made when you're ready, they're made when you’re willing. Stay open. #executivesearch #talentstrategy #investmentmanagementrecruitment #opportunistichiring #leadershipdecisions #hedgefundhiring #hedgefundrecruitment #compliancehiring #compliancerecruitment

There’s a point in your career when title becomes an obsession. AVP, VP, SVP, MD, Global Head of... I get it. Titles signal progress. There’s this urgency - this feeling that if the title isn’t right, the move isn’t worth it. But here’s what’s interesting: There’s a window - usually in your 30s or early 40s - where title really matters. Then… it doesn’t. Not because ambition fades. But because priorities shift. Some people collect so many titles they start to lose meaning. Others realize that “MD of X” doesn’t count for much if you’re miserable doing it. And more often than not, the folks with staying power stop asking: “𝘞𝘩𝘢𝘵 𝘸𝘪𝘭𝘭 𝘵𝘩𝘪𝘴 𝘥𝘰 𝘧𝘰𝘳 𝘮𝘺 𝘵𝘪𝘵𝘭𝘦?” and start asking: “𝘞𝘩𝘢𝘵 𝘸𝘪𝘭𝘭 𝘵𝘩𝘪𝘴 𝘥𝘰 𝘧𝘰𝘳 𝘮𝘺 𝘭𝘪𝘧𝘦?” Because at some point, the prestige fades but the work, the people, and the way your job fits into your actual life…that’s what sticks. #careergrowth #investmentmanagementrecruitment #hedgefundrecruitment #privateequityrecruitment #privatecreditrecruitment #leadership #recruitingtips

Negotiating a job offer can feel like walking a tightrope. Say nothing, and you might leave money on the table. Push too hard, and you risk the offer slipping away. So how do you find the balance? One simple, effective approach is : “Yes...if.” Instead of drawing a hard line, start the conversation with: “I’m really excited about this role and your team. I’d love to say yes… if we can work through a couple of things.” Then share your few requests along with your rationale. For example: “I have a raise coming at my current company, so as it stands, this offer is more of a lateral move.” “I’m open to how you’d want to bridge that—whether through base or sign-on. I’m flexible and open to creative solutions because I want to make this work.” This isn’t about being demanding. It’s about being clear, collaborative, and thoughtful. Because in most cases, both sides want the same outcome: a great fit, with mutual alignment and for you to join their organization. The “Yes…if” framework helps get you there. Have you tried it—or been on the other side of it? Curious to hear how it’s worked for others.

You don’t need to follow the rules to make it in recruiting. In fact, some of the most successful recruiters are the ones who decided to break them. Here are more stories of recruiters who have built their careers by doing things their way: An agency founder: - Started her niche recruiting firm from her living room in 2020 – in the middle of a pandemic. - Grew it into a $6 million revenue powerhouse and landed on the Inc. 5000 list. - Leads an all-women team that bonds over brunch. A creative recruiter: - Went from selling SkyMiles at an airport kiosk to making placements via TikTok. - Books clients with fun, authentic content. - Believes in genuine relationships over cold calls. A content-creator recruiter: - Grew a massive LinkedIn audience by posting memes and real-talk, turning himself into a talent magnet. - Now clients come to him, rarely making a cold call. A corporate recruiter: - Leads talent acquisition at a ClimateTech startup, scaling impact-driven teams with limited resources. - Built a $2M staffing agency branch, now bridges agency speed with in-house strategy. An agency owner: - Runs a six-figure recruiting business while balancing military spouse moves. - Mastered remote work, closing deals from base housing or backstage at DJ gigs. (Kelly (Dockrell) Brown) A tech-savvy recruitment founder: - Co-founded a firm that hit $100M in 8 years by investing in AI and automation. - Spends his days on strategy and innovation, letting virtual assistants handle the grunt work. A recruiting entrepreneur: - Banked $885K in her first year running her agency. Landed a $261K client from one LinkedIn DM. - Skips mass emails; speaks at conferences and hosts a podcast. Each of these recruiters made their own rules and I am grateful that they let me share their stories on The Elite Recruiter Podcast.

I don’t talk much about titles — but being part of the Pinnacle Society means something. It’s a recognition of top-performing recruiters nationwide. But more than that, it represents consistency, integrity, and results across industries and markets. I’m proud to be a member. And I’m proud to keep earning that reputation, one placement at a time.