You've got a role that's been open for 3 months. Sound familiar?

It's rarely a talent problem. It's almost always a process, pipeline, or closing problem.

Top talent isn't hard to find. It's hard to close. And even harder to keep.

13 years and 500+ GTM hires. That includes 115+ GTM hires in 18 months at Wiz during their unicorn run, plus Splunk as a two billion dollar public company, Collibra, Nutanix, and dozens of startups.

For years I was obsessed with one question: what actually makes a top performer a top performer? How they think, what they can't stand, what would make them walk away from something good.

I built this skill on purpose, sitting next to sales training I was never technically part of. MEDDPICC, value selling, everything that separates a top closer from everyone else pitching the same deal.

I map the decision, sell to what a candidate actually values, and close.

I once landed somewhere fully fear-led, with zero transparency. The ability to compel someone to leave a good thing only means something if what you're pulling them toward is actually better. I couldn't say that there. So I quit.

I'll use everything I know about what makes someone want to leave. I will never use it to move someone into something worse.

Pre-Seed to Series B, including founding-team and first-hire recruiting.

I am an independent Recruiting Partner in Dover's expert marketplace. Dover is a Y Combinator S19 company built to connect startups with experienced recruiting partners. Recruiting Is Sales is not owned by or backed by Y Combinator.

Tag me in when your team is buried, when the role won't close, when you've been at this for months. I learn fast, embed quickly, and tell your story to candidates as well as anyone on your team.