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Monday 8am - 5pm Tuesday 8am - 5pm Wednesday 8am - 5pm Thursday 8am - 5pm Friday 8am - 5pm

Nordstrom Talent Company Inc., Omaha, NE (2026)

09/22/2025

Many hiring managers prioritize industry experience.

Yes, it's important, but could this focus be holding you back?

Great companies often excel through disruption and innovation, not by checking the same boxes.

09/17/2025

🏢💻 Return to office? Not in Web3.

A lot of industries went remote in 2020… and now many are walking that back.

But there’s one space that is not hitting reverse: Web3 and crypto.

𝗡𝗼 𝗼𝗳𝗳𝗶𝗰𝗲. 𝗡𝗼 𝗯𝗮𝗱𝗴𝗲 𝘀𝘄𝗶𝗽𝗲𝘀. 𝗝𝘂𝘀𝘁 𝘁𝗮𝗹𝗲𝗻𝘁, 𝗮𝘂𝘁𝗼𝗻𝗼𝗺𝘆, 𝗮𝗻𝗱 𝘁𝗿𝘂𝘀𝘁.

This industry has been predominantly remote-native from the start.

Global teams, async collaboration, no centralized HQ.

They don’t just tolerate remote—they thrive in it.
🌍 Live where you want.
⌨️ Work how you work best.
🧠 Deliver results, not desk time.

True remote-first cultures still exist...
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If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect.

𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓
– I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.

09/15/2025

Do you have "career insurance"?

Ideally you want to network before you actually need a job.

About 70% of people only start serious networking when they need something. By staying connected and occasionally reaching out to your professional contacts, you'll be top of mind when opportunities show up. Don't wait until necessity, start building relationships now.

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If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect.

𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓
– I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.

09/10/2025

Too many hiring managers get tunnel vision, believing candidates must have direct industry experience.

📊 Majority of breakthrough innovations come from outsiders.

𝑺𝒐 𝒘𝒉𝒚 𝒅𝒐 𝒔𝒐 𝒎𝒂𝒏𝒚 𝒄𝒐𝒎𝒑𝒂𝒏𝒊𝒆𝒔 𝒔𝒕𝒊𝒍𝒍 𝒇𝒐𝒄𝒖𝒔 𝒐𝒏 𝒉𝒊𝒓𝒊𝒏𝒈 𝑶𝑵𝑳𝒀 𝒇𝒓𝒐𝒎 𝒕𝒉𝒆𝒊𝒓 𝒊𝒏𝒅𝒖𝒔𝒕𝒓𝒚?

But people are people, and great leadership skills matter more than specific industry experience.
🟢 An HR leader from tech could bring in new energy and fresh perspectives into healthcare
🟢 A marketing executive from retail might bring fresh outlook to financial services.

Diverse experiences bring innovative thinking, challenge status quo approaches, and get new energy into your organization.

Don't limit your talent pool by arbitrary industry constraints. Transferable skills often matter more than industry-specific knowledge.

💡 Have you experienced unexpected hire who was not from your industry that transformed your business/role?

hashtag hashtag hashtag hashtag
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If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect. 𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓
– I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.
hashtag hashtag hashtag hashtag hashtag

09/09/2025

In Web3, Crypto and most early stage companies -founders aren’t just hiring for skill—they’re hiring people who believe in the mission.

They want people who are all in. People who see the vision before it’s obvious—and are ready to help build it from the ground up.

In an early-stage crypto company, no one’s handing you a roadmap. You won’t have a full team to “go execute.” You are the team. The person who sees what needs to be done—and builds it.
Fast.

It’s not about checking boxes. It’s about spotting opportunity, solving problems, and moving without waiting for permission or support structures you’re used to in larger organizations.

Some people from big companies struggle in Web3 & startups because they’re used to executing plans—not making them.

But founders don’t need passive executors.

They need people who can zoom out to see the vision and zoom in to make it real.

So if you’re waiting for a team of ten, a start-up - Web3 might not be your place.
But if you’re energized by building in lightning-speed environments where the path hasn’t been paved yet?

You'll love it.
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If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect.

𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓
– I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.

08/14/2025

One Thing all hiring leaders, companies are looking for across roles…

Process Improvement Examples

🎯 𝗬𝗼𝘂𝗿 𝗶𝗺𝗽𝗮𝗰𝘁 𝗱𝗲𝘀𝗲𝗿𝘃𝗲𝘀 𝘁𝗼 𝗯𝗲 𝘀𝗲𝗲𝗻.
Tracking your progress 𝘢𝘯𝘥 the process often gets overlooked.
Whether you're in operations, marketing, customer success — whatever your role — the real game-changer isn’t just what you achieve. It’s how you achieved it.

Tracking not only proves your impact… it builds your case for growth, promotion, and leadership.

💡 Don’t wait for someone else to notice your work. Build the habit of documenting it.

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If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect.

𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓
– I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.

08/12/2025

If you've been laid off, here's some good news:
𝟳𝟬% 𝗼𝗳 𝗺𝘆 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝗱𝗼𝗻’𝘁 𝗰𝗮𝗿𝗲 𝗮𝗻𝘆𝗺𝗼𝗿𝗲.

They want the right talent, that’s it.
Five years ago, if you were unemployed, many hiring leaders saw it as a risk.

Now? It’s the norm for most hiring companies.

There have been so many layoffs across industries.

Great talent is on the market - not because they failed, but because companies restructured, got acquired, or had to make cuts.
I am sometimes amazed at great people who are just with the wrong company at the wrong time. I have seen candidates especially in manufacturing and SaaS be impacted 3-5 positions in a row..not kidding. If I didn’t ask or they didn’t share on the resume, I think many hiring managers and recruiters would say…job hopper, bottom tier talent…

Here’s the reality I see daily:
✅ 70% of my clients no longer care if a candidate is unemployed
✅ I see companies asking better questions about what happened and that’s OK
✅ Resume changes (job loss, acquisition, role eliminated) are part of your story — and you should explain them

One tip I give every candidate:
👉 Manage the story yourself.
𝗗𝗼𝗻’𝘁 𝗹𝗲𝗮𝘃𝗲 𝗵𝗶𝗿𝗶𝗻𝗴 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝘁𝗼 “𝗳𝗶𝗴𝘂𝗿𝗲 𝗶𝘁 𝗼𝘂𝘁” 𝗮𝗻𝗱 𝗺𝗮𝗸𝗲 𝗮𝘀𝘀𝘂𝗺𝗽𝘁𝗶𝗼𝗻𝘀 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗺𝗮𝗻𝘆 𝗱𝗼….𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀, 𝗵𝗶𝗿𝗶𝗻𝗴 𝗹𝗲𝗮𝗱𝗲𝗿𝘀, 𝗶𝘁’𝘀 𝗵𝘂𝗺𝗮𝗻 𝗻𝗮𝘁𝘂𝗿𝗲!

Put it on your resume if a role was eliminated. Be ready to talk about it.
𝗬𝗲𝘀 — 𝗮 𝗳𝗲𝘄 𝗼𝗹𝗱-𝘀𝗰𝗵𝗼𝗼𝗹 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘀𝘁𝗶𝗹𝗹 𝗵𝗼𝗹𝗱 𝗯𝗶𝗮𝘀 𝗵𝗲𝗿𝗲. 𝗕𝘂𝘁 𝘁𝗵𝗲 𝘁𝗿𝗲𝗻𝗱 𝗶𝘀 𝘀𝗵𝗶𝗳𝘁𝗶𝗻𝗴.

The market has changed. Hiring mindsets need to change with it.

If you’ve been laid off and you’re worried about how it looks — know this: it’s more common than you think. And the right employers will understand.

Curious - are you seeing this shift too?

Are you more open to candidates who are unemployed?
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If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect.

𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓
– I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.

08/05/2025

“𝙒𝙚 𝙬𝙖𝙣𝙩 𝙩𝙤 𝙝𝙞𝙧𝙚 𝙩𝙝𝙚 𝙗𝙚𝙨𝙩.”

As a recruiter, I always ask: 𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 “𝘁𝗵𝗲 𝗯𝗲𝘀𝘁” 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗹𝗼𝗼𝗸 𝗹𝗶𝗸𝗲?

And…
→ The initial target compensation is set low (understandable — budgets matter)
→ The search starts, and the market says: “𝗧𝗵𝗲 𝘁𝗮𝗹𝗲𝗻𝘁 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝗰𝗼𝘀𝘁𝘀 𝗺𝗼𝗿𝗲.”
→ Decisions stall: Do we stretch? Do we change the profile? Do we start over?

And the best candidates are gone.
And… the search starts over.

Being clear on this from the start makes your search faster and cleaner.

Waiting until you’re “in love” with a candidate to decide?....well things can go downhill fast....which means starting over, spinning wheels, more stress on internal..you know the laundry list.

𝗜𝗳 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗵𝗶𝗿𝗲 𝗳𝗮𝘀𝘁 — 𝗴𝗲𝘁 𝗰𝗹𝗲𝗮𝗿 𝗼𝗻 𝘁𝗵𝗶𝘀 𝘂𝗽𝗳𝗿𝗼𝗻𝘁:
→ What’s the absolute top you can pay?
→ Will you stretch for someone who is strongly aligned?
→ If not, are you truly comfortable with the talent that fits your current range?

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If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect.

𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓
– I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.

07/31/2025

“I never set out to be a recruiter. In fact, I never even held the title.”

I was an HR leader across public companies, niche players, and everything in between. Like many in HR, I wore all the hats... and somehow, I always ended up smack in the middle of 𝘳𝘦𝘤𝘳𝘶𝘪𝘵𝘪𝘯𝘨.

Why? Because the #1 complaint I heard from executives was:
👉 “Talent is my #1 challenge”

That stuck with me. Because if HR exists to solve business problems, what better way to add value than to build the team that makes everything else possible?

But I didn’t recruit the “traditional” way. I brought 𝘧𝘭𝘢𝘪𝘳 (yes, flair!) - creative storytelling, strategic referrals, and zero regurgitated job descriptions.

Eventually, a former exec asked me for help staffing his team again. “You know what great looks like,” he said. That was the nudge I needed.

No recruiter title. No formal training. Just results.

Now I do this full time. And yes, I was floored when I realized what companies were willing to pay for help filling a few key roles.

✅ It’s what I did naturally.
✅ It’s what businesses needed.
✅ It’s how I make an impact.

Turns out, solving staffing challenges was my business problem to solve all along.

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If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect.

𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓
– I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.

07/29/2025

I’ve placed great people who failed in one culture — and thrived in another.
👉 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗶𝘀 𝗻𝗼𝘁 𝗼𝗻𝗲 𝘁𝗵𝗶𝗻𝗴.

It’s not just “team player” or “collaborative.”

𝗜𝘁’𝘀:
→ How decisions get made
→ How leadership communicates
→ Expectations on transparency
→ How they define urgency
→ How tolerant the team is of ambiguity

I recently worked on a role where the company had is bold, very transparent, sense or urgency is freakish, (even with my standards which I have been told are a bit on the high side) and you may even hear a few *&*^^&^% words not towards each other just bit of the conversation.

It wasn’t a skills issue. It was culture fit.
𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝘀𝘁𝘆𝗹𝗲 is part of culture, too.
𝗦𝗼𝗺𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗮𝗿𝗲 𝗯𝗹𝘂𝗻𝘁.
𝗦𝗼𝗺𝗲 𝘁𝗲𝗮𝗺𝘀 𝘃𝗮𝗹𝘂𝗲 𝗱𝗶𝗽𝗹𝗼𝗺𝗮𝗰𝘆.

If those don’t align, it won’t work, no matter how qualified the candidate is.

It happens that:
→ You can be a great person with excellent skills and still not be a fit for the culture.
→ You can thrive in one culture and struggle in another.

𝗧𝗵𝗮𝘁’𝘀 𝗻𝗼𝘁 𝗳𝗮𝗶𝗹𝘂𝗿𝗲. 𝗜𝘁’𝘀 𝗳𝗶𝘁.
And as recruiters, it’s our job to assess that fit and help both sides get clear.
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If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect.
𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓
– I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.

07/24/2025

𝙄 𝙟𝙪𝙨𝙩 𝙧𝙚𝙘𝙧𝙪𝙞𝙩𝙚𝙙 𝙩𝙬𝙤 𝙝𝙞𝙜𝙝-𝙡𝙚𝙫𝙚𝙡 𝙢𝙖𝙣𝙪𝙛𝙖𝙘𝙩𝙪𝙧𝙞𝙣𝙜 𝙡𝙚𝙖𝙙𝙚𝙧𝙨.
Both had roles eliminated.
Both were 𝗲𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝘁 𝗵𝗶𝗿𝗲𝘀.

Resume gaps and role changes are common in manufacturing.

Out of the 2 hires:
→ One candidate had a role eliminated after an acquisition in addition to TWO plant closings...
→ Another’s role was cut due to company consolidation.

Manufacturing, tech, and many other industries go through constant change.
Acquisitions happen. Leadership changes. Restructuring is normal.

If you’ve been impacted by any of this, don’t try to hide it.
𝗢𝘄𝗻 𝘁𝗵𝗲 𝘀𝘁𝗼𝗿𝘆. 𝗠𝗮𝗻𝗮𝗴𝗲 𝗶𝘁.

I see some great candidates list this clearly on their resume:
- Role eliminated due to acquisition
- Position consolidated in restructure

As a recruiter, I ask about the story anyway.

I want to know what happened — not because I’m judging, but because great talent can get caught in the crossfire of business decisions all the time.

The worst thing you can do is hope no one asks.

The reality is: we will OR just make an assumption that you are a Job Hopper~!

You want to be the one driving the narrative.
And yes — great people are moving because of this.
I see it every single day.

If your industry is going through change, don’t panic about a messy resume.

Be ready to explain it — clearly, confidently, and honestly.

And hiring managers: if you see gaps or changes, ask about the story.

It often says more about the company than about the candidate.

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If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect.

𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓
– I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.

07/23/2025

20,000 followers on LinkedIn. And yet… most of the impact? Totally invisible.

I’ve been in the game for a while. And if there’s one thing I’ve learned, it’s that showing up consistently doesn’t always give you instant feedback.

But here’s what often happens:
You go to the gym. Or an event. Someone says, “Hey—I saw your video.”
And you’re like… wait, what video?

That’s the invisible impact.

That’s the brand you’re building even when it feels like nobody’s watching.

If you’re a recruiter, a candidate, a professional trying to stand out, posting can feel like shouting into the void.
But the moment someone googles you, lands on your profile, or gets a message from you…

That’s when your content does the talking.

Here’s what helped me be consistent on LinkedIn:
• I stopped overthinking
• I posted even when I wasn’t sure it was “ready”
• I committed to some kind of rhythm - Tuesdays and Thursdays, in my case
• I reminded myself: this isn’t about likes. It’s about legitimacy

People don’t always say it out loud. But they notice.

And if you’re starting out?
→ Start with one post a week. Or even one a month.
→ Comment on other people’s posts.
→ Keep it human. Let people see who they’re getting on the other side.

You don’t have to be polished.
You have to be you.
Thanks for being part of this 20K.

Let’s keep showing up—even when it’s quiet. The impact adds up.

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If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect. 𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓
– I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.

Nordstrom Talent Company Inc.

09/22/2025

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09/15/2025

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