April 15th, 2024


Economies of Scale in Recruitment: Mastering Multi-Hire, Multi-Skillset Challenges

A specialized fintech Salesforce ISV company faced significant hiring challenges and engaged Asymmetric Talent to execute a targeted multi-hire campaign. The objective was to fill critical roles, specifically two senior certified Salesforce project managers with implementation experience and one experienced certified Salesforce administrator, within the states of Florida, Georgia, Texas, Minnesota, Michigan, and Colorado.

Client Challenges
The client’s prior hiring experience and success was hindered by multiple challenges before partnering with Asymmetric Talent:
  • Budget Constraints: Limited financial resources impacted the ability to attract top talent.
  • Slow Hiring Processes: Delays in making hiring decisions often resulted in losing top candidates, leading to suboptimal hires and subsequent turnover.
  • Lack of Internal Recruiting Team: Without dedicated recruitment expertise, the client struggled to manage and execute effective hiring strategies.
  • Financial Losses from Turnover: Early departures of new hires led to unrecovered recruitment costs, as these placements were not secured by a recruitment firm.


Requisition Challenges
The recruitment campaign was particularly challenging due to:
  • Niche Skill Set Requirements: The roles required highly specific skills and industry experience.
  • Low Unemployment Rates: The target candidate pool was extremely small due to low unemployment among experienced professionals.
  • Budgetary Limits: The client had a specific budget that needed careful adherence.
  • Lack of Medical Benefits: The absence of employer-provided medical benefits made the offer less attractive to a portion of the candidate pool.


Client Offerings and Value Proposition
Despite the hiring challenges, the client offered compelling reasons for candidates to join:
  • Making an Impact: The client’s mission in revolutionizing mission-based lending was emphasized to attract candidates looking to make a tangible community impact.
  • Opportunity: Highlighting a trajectory from a lifestyle business to a potential $20 million SaaS entity by 2032, promising significant career growth and investment in personnel development.
  • Work Culture: A 100% remote position, unlimited PTO, and a dynamic work environment were promoted to attract top talent.


Talent Acquisition Strategy and Execution
Asymmetric Talent implemented a rigorous, multi-channel sourcing strategy:
  • Project Managers: Out of 501 profiles sourced, 14.1% were engaged, resulting in 15% proceeding to initial interviews and eventually narrowing down to five candidates, with two hires.
  • Salesforce Administrator: A total of 1,264 profiles were identified, with a high engagement rate despite the large volume; the top 1% were interviewed, leading to one hire from two finalists.


Operational Efficiency
Asymmetric Talent significantly outperformed industry standards in operational efficiency:
  • Time to Shortlist: The process of forming a shortlist typically takes 4-5 weeks within the industry. Asymmetric Talent accomplished this in under three weeks, marking a 25% increase in speed.
  • Volume of Engagement: The firm engaged with five times more qualified talent compared to industry norms, substantially enhancing the probability of finding suitable candidates.
  • Client Time Investment: Clients invested approximately 4.3 to 5.7 hours per hire, which is markedly lower than the typical industry average, thanks to Asymmetric Talent’s streamlined processes and clear communication.


Outcome and Impact
The campaign concluded in under 4.5 weeks, a substantial improvement over the standard three-month period for similar retained searches. This rapid process enabled the client to integrate highly skilled individuals swiftly and efficiently into their operations. The strategic insights provided by Asymmetric Talent regarding salary trends helped in making competitive offers that were crucial in securing the desired candidates.


This case study exemplifies Asymmetric Talent’s ability to navigate complex hiring landscapes with precision and speed, delivering significant value to its clients by combining strategic talent sourcing with an effective engagement approach. The client not only filled critical positions swiftly but did so in a manner that built upon its strengths and addressed its previously unmet needs, setting a foundation for sustained organizational growth and in record time.



Michael Russo
President, Asymmetric Talent Solutions



February 1st, 2024

2024 Hiring Challenges: Innovative Solutions for Tech Talent Acquisition

In an era defined by technological prowess, the demand for skilled professionals in the tech industry has soared to unprecedented heights. Yet, companies are grappling with a myriad of challenges when it comes to hiring the right talent. As the recruitment landscape evolves, innovative solutions become imperative for overcoming these hurdles. This calls for a transformative force in the realm of tech talent acquisition.

Finding Skilled Professionals

A recent survey revealed that a staggering 90% of companies find it challenging to locate skilled professionals in the tech sector. Addressing this challenge necessitates a robust yet precise approach to sourcing. Understanding how to identify and map a qualified talent pool against a requisition is crucial in earning the trust of stakeholders. Whether it’s an internal talent acquisition department or an external talent partner, efficiency in identifying genuine engagement opportunities sets the stage for effective headhunting. Furthermore, the ability of a talent acquisition entity to effectively engage and report on the impact of their work elevates the level of service.

Prolonged Hiring Process

Nearly 60% of companies reported that filling open positions takes longer than in previous years. Recognizing the urgency in tech talent acquisition, streamlining, and optimizing the hiring process is essential. Through a well-coordinated effort of sourcing and engagement, organizations can expedite the identification, assessment, and placement of candidates, reducing time-to-fill metrics and enabling agility in a fast-paced industry. A structured, accountable hiring process is critical for maintaining a positive hiring experience and achieving target outcomes.

Cultural Alignment

A notable 49% of companies struggle to find candidates who align with their organizational culture. Prioritizing cultural fit alongside technical skills is crucial. Through a thorough client discovery process and meticulous candidate profiling, organizations can ensure that recommended professionals seamlessly integrate with the ethos and values of the hiring organization. This is effectively screened by individuals who excel at reading people—insightful, perceptive, and adept at interpersonal dynamics.

Salary Expectations

Nearly half of the surveyed companies face challenges in meeting salary expectations. Providing expert guidance based on real-time data is crucial in navigating negotiations. By offering insights into current market trends, industry benchmarks, and valuable data captured from the ideal talent pool, organizations can structure salary offerings that attract top talent while aligning with budgetary constraints.

The Application Shortfall

In a landscape where over 42% of companies do not receive enough applicants, taking a proactive approach to recruiting is essential. Through a combination of sourcing techniques and candidate engagement efforts, organizations can ensure a robust shortlist of qualified individuals. By tapping into passive candidate pools and leveraging cutting-edge recruitment technology, they can address both the quantity and quality of applicants, providing access to the best talent available.

For more insights on effective outbound talent acquisition efforts, read our blog article “Unraveling the Nuances of Headhunting vs. Recruiting”.

A Viable Talent Partnership

Recruiting is an outbound effort. Headhunters should target all qualified talent, engage them through all viable channels, and report on their success. Positioning hiring stakeholders to view all the qualified talent accessible to them is invaluable for confident hiring decisions. Employing the right talent acquisition professional, whether internal or external, is critical to the overall hiring experience and situational outcomes. Effective talent acquisition should be a top priority and considered a center of excellence. Operationally, if performance does not dictate excellence, changes may need to be considered.


These innovative solutions are not just recruitment strategies; they’re strategic approaches for building a workforce that propels companies to new heights in the digital era. With a blend of industry expertise and innovative methodologies, organizations can redefine their future in tech talent acquisition.


Michael Russo
President, Asymmetric Talent Solutions

April 24th, 2024

The Impact of the Abolishment of Non-Compete Agreements on Tech Talent Acquisition

In a landmark decision by the United States government, all non-compete agreements were officially waived, marking a significant milestone in the evolution of talent acquisition, particularly within the technology sector. This ruling, announced on April 23rd, 2024, by the Federal Trade Commission, has profound implications for how companies recruit and retain skilled technology professionals.

The dissolution of non-compete agreements opens the doors to a wider talent pool, enabling companies to access individuals who were previously off-limits due to contractual restrictions. Skilled professionals who may have been hesitant to explore opportunities with competitors can now freely consider offers, presenting companies with a wealth of new talent possibilities.

As competition intensifies in the quest for top talent, companies are likely to increase their focus on recruiting from competitors. This shift may lead to more aggressive recruitment strategies and heightened efforts to lure candidates away from rival firms. To stand out in this competitive landscape, companies must bolster their employer brands and craft compelling value propositions to attract sought-after talent.

However, while non-compete agreements are no longer enforceable, non-solicitation and non-disclosure agreements remain in place, posing both opportunities and risks for employers. While these agreements serve to protect proprietary information and prevent employees from poaching clients or colleagues, they may also hinder the mobility of talent and limit opportunities for professional growth. Employers must strike a delicate balance between safeguarding their intellectual property and fostering a culture that encourages innovation and collaboration.

In response to the abolition of non-compete agreements, companies may need to revisit their employee packages to remain competitive. Enhanced compensation and benefits packages, including higher salaries, improved perks, and greater opportunities for career advancement, may become necessary to attract and retain top talent in a more fluid job market.

Furthermore, the ruling is expected to drive an overall increase in compensation levels, as employees gain greater bargaining power in negotiations. To retain their most valuable assets, companies must invest in retention strategies that prioritize employee satisfaction, professional development, and a supportive work environment.

In conclusion, the abolition of non-compete agreements represents a paradigm shift in talent acquisition within the technology sector. As companies adapt to this new reality, they must navigate the complexities of non-solicitation and non-disclosure agreements while remaining agile in their approach to recruiting and retaining top talent. By embracing innovation, fostering a culture of collaboration, and prioritizing employee satisfaction, companies can thrive in this dynamic and competitive landscape.


Michael Russo
President, Asymmetric Talent Solutions


December 12th, 2023

Case Study: Director of Technical Operations for a Managed Services Provider

A Confidential Retained Engagement

In this confidential retained engagement case study, we partnered with a Managed Services Company in a strategic search for a Director of Technical Services. Our client, aiming to shape the future of technical operations and engineering projects, required a strategic leader to optimize service desk performance, lead special projects, and contribute to overall organizational growth. The initial title was elevated, and the candidate was offered a flexible 11% increase from the original budget, along with an expanded PTO policy.

Throughout the engagement, our time commitment included a comprehensive pitch (1 hour), a thorough discovery process (1.5 hours), weekly status meetings (1.5 hours), interviews with talent (8 hours), and the offer process with follow-through (1 hour).

The talent pool consisted of 184 target profiles, with engagement focusing on relevant career progression, leadership in service desk operations, and expertise in managed IT services. The asymmetric talent engagement reached 18% of the total qualified candidate pool, leading to 15 formal interviews and eventually resulting in a shortlist of 5 candidates. Final interviews were conducted with 3 candidates, ultimately culminating in the successful placement of one candidate.

Despite challenges, such as 10% of the qualified candidate pool expressing disinterest, we achieved a positive outcome with narrowing Qualified, Interested, and Assessed candidates representing 4% of overall talent pool, showcasing the success of our tailored approach. Email campaign performance demonstrated strong engagement, with open rates for those with either valid personal or work addresses averaging 62.5%, and overall response rates averaging over 8% for this niche skill set.

This case study highlights our dedication to understanding client needs, refining search criteria, and utilizing targeted engagement strategies, resulting in a successful placement that aligns with the client’s strategic objectives.

Client’s time commitment:

  • Our pitch: 1
  • The discovery process: 1.5
  • Weekly status meetings: 1.5
  • Interviews with talent: 8
  • The offer process and follow-through: 1

Search Initiative Overview

Client: Managed Services Company

Title: Director of Technical Services

Purpose: Shape the future of technical operations, engineering projects, and service offerings and fulfill a strategic leadership position in the organization.

The key focus points of this role were:

  1. Optimize service desk performance
  2. Lead special engineering projects
  3. Contribute to strategic vision and growth as the 3rd critical pillar of leadership

Geography Required: Local (mid-market)

Work Requirements: Onsite
Ideally, no relocation necessary and challenging with overall budget

Mandatory Qualifications (Summarized):

  • Relevant career progression from a technical hands-on role in support, administration, and engineering
  • Proven track record leading service desk operations or similar, preferably in a managed services environment
  • Strong understanding of managed IT services, including infrastructure management, cloud solutions, and network security

Primary Data used for Talent Mapping:
Geography, Titles, Certifications, Employer Past/Present, Company Size, Diversity

The Talent Pool: 184 Profiles

  • Valid Personal Info: 85
  • Valid work Info Only: 51
  • No Valid Info: 48

Reach: Asymmetric Talent Engaged with 18% of the total qualified candidate pool


  • Formal Interviews: 15 or 8% of total candidate pool
  • Profiles Considered for Shortlist: 7 candidates or 4% of the qualified candidate pool
  • The Shortlist: 5
  • Final Interviews: 3
  • Offer: 1

Talent Not Interested: 10% of the qualified candidate pool

  • 40% Happy or Content
  • 30% Compensation
  • 15% Work Requirements
  • 15% Industry

Email Campaign Performance:

  • Valid Personal Info: 62% Open, 11% Response
  • Valid work Info Only: 63% Open, 4% Response
  • No Valid Info: 42% Open, 10% Response

*Candidates are containerized based on origin of accessibility for data purity

**We did not include any social media campaign performance for this case study



Michael Russo
President, Asymmetric Talent Solutions

Psychology of the Resume

Example Technical Resume

Executive Resume Example

November 9th, 2023

Asymmetric Talent’s Modern Approach to Sourcing and Engagement

Having spent 12 years in large corporate agency staffing environments, I felt a strong desire to deliver a superior service. Motivated to address the inefficiencies of outdated talent-sourcing and engagement methods, I embarked on a journey to create a modern and effective platform that redefines the entire hiring experience.

The inefficiencies in traditional/transactional staffing often arise due to a combination of outdated practices, insufficient focus on critical phases, and a lack of adaptability to evolving technologies. Let’s delve into the major inefficiencies mentioned:

The Major Inefficiencies

Talent Sourcing:

Lack of Focus: Traditional methods often fail to concentrate adequately on the sourcing phase, resulting in an inability to identify all qualified talent.

Difficulty in Distinguishing Talent: There’s a challenge in distinguishing accessible talent from the vast overall talent pool and a lack of effective strategies to reach them.

Candidate Engagement:

Neglecting Email Science: Failure to understand the nuances of email engagement, such as optimal timing and content, hinders effective communication.

Lack of Genuine Context: Engaging candidates without a genuine and tailored context can lead to disinterest and reduced response rates.

Insufficient Campaign Strategies: Absence of multi-stage, multi-angle campaigns limit the ability to maintain ongoing candidate interest and participation.

Client Consultation:

Inadequate Reporting: Traditional approaches often fall short in delivering unique and valuable data at scale and in real-time during client consultations, governing the enablement of educated and confident decisions.

In summary, these inefficiencies stem from a failure to adapt to modern tools and practices, neglect of critical phases in the staffing process, and a lack of data-driven, client-centric approaches. Addressing these issues requires a shift towards more dynamic and technology-driven solutions, along with a commitment to understanding and meeting the evolving needs of both clients and candidates.


Michael Russo
President, Asymmetric Talent Solutions

November 1st, 2023

Navigating Talent Acquisition: Unraveling the Nuances of Headhunting versus Recruiting

In the intricate landscape of talent acquisition, the terms “headhunting” and “recruiting” hold distinct connotations and methodologies. These methodologies play a pivotal role in shaping an organization’s approach to acquiring top-tier talent. Let’s delve into the intricacies of headhunting and recruiting to understand their implications and the contexts in which they thrive.

Headhunting stands out as a specialized facet of recruiting, dedicated to actively seeking and recruiting highly qualified individuals for senior-level or executive positions. This approach involves proactive identification and pursuit of candidates with specific skills, experiences, or qualifications, often at the upper echelons of their respective fields.

Recruiting, on the other hand, is a broader term encapsulating the entire process of identifying, attracting, and hiring individuals for diverse positions within an organization. It employs various methods, including job postings, resume reviews, interviews, and overall management of the hiring process, spanning from entry-level to senior roles.

In summary Headhunting emerges as a specialized and targeted form of recruiting, typically reserved for challenging positions like strategic, executive, senior, niche, business-critical, newly created, or unprecedented roles. It involves actively pursuing individuals who may not be actively seeking a change. Recruiting, conversely, adopts a more general approach to filling vacancies at different organizational levels.

The Asymmetric Talent Approach

At Asymmetric Talent, we view headhunting as a meticulous “contact sport,” emphasizing the importance of attracting top talent and effectively closing the hiring process. Regardless of the position, the competitiveness in the relevant space and the ability to engage talent aligned with an organization’s purpose, mission, and values contribute to a unique employee value proposition.

As an elevated form of recruiting, headhunting poses unique challenges for professionals in the industry, including:

  • Identifying the complete talent pool.
  • Engaging with qualified talent in a genuine and unique manner.
  • Overcoming challenges related to email deliverability and social tools.
  • Distinguishing talent based on accessibility.

Elevating the Consultative Approach

True talent consultants incorporate advanced strategies into their work, going beyond traditional recruiting efforts. This includes elements such as email warming, contact information validation, tracking email performance, and capturing valuable feedback from engaged talent.

When is Headhunting Superior?

The end-users who are likely to favor headhunting services over traditional recruiting services are those seeking to fill executive or highly specialized positions. Characteristics of such buyers include:

  • Executive Search: For C-suite and top-level executive positions
  • Specialized Expertise: When unique skills or knowledge are required
  • Confidential Searches: In situations demanding a discreet hiring process
  • Niche Industries: Particularly in sectors where talent is scarce
  • Strategic Hiring: Organizations with a focus on industry-leading talent
  • Challenging Locations: Where there is a limited pool, remote or inaccessible, and even a high cost of living
  • Global Searches: For international or global searches

In contrast, traditional recruiting services and staffing agencies are suitable for a broader range of positions, spanning entry to mid-level roles and employing more general recruitment methods.


Understanding the nuanced differences between headhunting and recruiting is crucial for organizations aiming to strategically acquire top talent. Each approach has its distinct strengths, catering to specific hiring needs and organizational goals. Whether adopting the precision of headhunting or the inclusivity of recruiting, organizations can shape their talent acquisition strategies to align with their unique objectives and thrive in today’s competitive landscape.

Michael Russo
President, Asymmetric Talent Solutions