I'm building hiring that
starts with conversations,
not automation.
What people can do and what companies need are both far more complex than what fits on a resume or a job description. I'm building a better starting point, real conversations that capture what actually matters before any matching happens. From those conversations, clear profiles take shape: what someone can do, what a role actually requires, and where the two truly fit.
The backstory.
I got into recruiting by accident. I found it on Craigslist, almost quit on day two, and stayed anyway. That decision changed my life. Over the next 14 years, I built a career in hiring, agency, in-house, consulting, and eventually leading teams and building entire TA functions. I got good at it.
Looking back, my recruiting career started because someone chose to have a conversation with me, not screen me out. My resume wouldn't have gotten me in the door, but that conversation did. And that's not how hiring works for most people. We reduce people to resumes, we filter them by keywords, and we oftentimes make decisions based on incomplete information, and it isn't that anyone is doing this on purpose. I believe everyone is trying their best, but finding work and hiring people should not be this hard.
Recruiting has always started with the job, but what if we started with the person? I left my corporate job last year to go build the answer to that question. Reel is a people-first company built by a non-technical founder who cares about people and is committed to keeping things real. Real conversations, real information, reeling in what actually matters.
And it felt familiar, fishing has been part of my life since I was a kid. Summer trips with family on the lake in northern Michigan. Simple, patient, paying attention. That's what hiring should feel like too.
Founding clients get the founder.
I'm working directly with a small number of companies to rethink how their hiring actually works. We look at where alignment breaks down, where signal gets lost, and how the process can be rebuilt so decisions get clearer and more consistent. It's thoughtful, hands-on work, and I'm keeping the group intentionally small while I build Reel.
Together, we assess your current hiring process, build role profiles for your priority roles, and introduce a conversation-based methodology to your team that gives everyone involved better information to work with. I stay involved to make sure it sticks. 60–90 day engagements.
Process design, workflow optimization, AI integration for recruiting teams, or something else entirely for your TA function. Having worked across corporate, startup, hyper-growth, RPO, agency, and staffing, I've learned that every org needs something different, and I'm really good at partnering with teams to figure out what that is.
For people who want a better way to talk about what they do. One conversation captures what you bring to the table and the tools to help you use it: a Reel profile, resume language, social profile copy, and a personal interview prep guide. Your profile also gets more valuable over time. As Reel's company network grows, it becomes the foundation for matching you with opportunities based on real information.