“Want to Scale Your Growth Company Faster Than Ever by Putting a Rockstar in Every Seat?…”

(Without Paying a Fortune to High-priced Headhunters)

Even the best business idea fails without an amazing team to bring it to life.

But it’s never been harder to find top-performers.

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If you’re like most leaders, you sometimes feel...

Overwhelmed.
It’s nearly impossible to scale your business when you have under-performers who need to be upgraded. Plus, you have a bunch of vacant seats that have been sitting open for months. 
Because you can’t find the right candidates.
Worried.
You have a great opportunity in front of you and don’t want to screw it up. Your investors are counting on you. (Even CEO’s get fired.) You’re worried about how you look to your Board of Directors, your investors, or your boss. Perhaps they’re starting to wonder if you’re in over your head. 
Because you can’t find the right candidates.
Exhausted
You work nights and weekends. You’re doing your job plus the vacant job. Not to mention checking & redoing the work of the B-Players on your staff. 
Because you can’t find the right candidates.
Disengaged
You’re not spending as much time with your family as you’d like, putting your most important relationships at risk. You sneak glances at your phone and your email, just struggling to keep up with it all. 
Because you can’t find the right candidates.
Jealous
You envy your friends at other rocketship companies. It seems they can do no wrong. They’re featured in The Wall Street Journal and on CNBC. They raise huge rounds of money at a high valuation. What are they doing differently? ONE THING: They’ve mastered the art of hiring. 
Yet you can’t find the right candidates.

Now, imagine if you could change all of that & build an impressive team from top to bottom.

You’d impress your investors, crush your competitors, beat your targets every quarter, and finally ship your new products on-time. Perhaps you’d get a standing ovation at your next Board of Directors meeting.

In fact, you’d become the ROCKSTAR of your investor’s portfolio. 

If you want to scale your business successfully, exit at the highest-possible multiple, and sail off into the sunset after changing an industry (or do it all over again), you must do one thing:

Put a rockstar in every seat. Without exception.

If you want to scale successfully, exit at the highest-possible multiple, and sail off into the sunset after changing an industry (or do it all over again), you must do one thing:

Put a rockstar in every seat. Without exception.

I should know… because I’ve sat in your seat. I’ve started 4 companies, and sold 3 of them. And I know that it’s lonely at the top.

All because you don’t have the right team to bring your great business idea to life.  

Great business ideas are a dime a dozen. It’s the great teams who execute flawlessly that create value, make a fortune, and exit successfully. 

In fact, the talent on your team is the #1 predictor of a company’s success. More than market size, technological advantage, or how much capital you raise. 

Put a ROCKSTAR in every seat, and the rest largely takes care of itself.

SHORTLIST was designed to do just that. In just 10 days.

Here’s the 30-second overview:

Tell us about the perfect candidate you’re seeking. In 10 days, SHORTLIST introduces you to 10 people who match those criteria and are open to a confidential conversation with you. (Most of them are currently working.)

Normally, you’d pay a Headhunter a small fortune to do this. But now, SHORTLIST does it for just 

Your first month of SHORTLIST is FREE

Plus it’s 100% guaranteed.
You’ve just discovered a shortcut to the finalists... Without the sticker shock. 

“I’m an award-winning headhunter with a secret...
You probably don’t need me.”

I’ve been a retained executive recruiter for 25 years, teach the subject at Kellogg School of Management, and wrote the bestselling book Recruit Rockstars.

But I’m about to spill some industry secrets about hiring.

To put a Rockstar in every seat of your business, you should tap into your personal network first. You’d be crazy not to. That includes your employee referral program, asking your investors & Board of Directors for outstanding candidates. Even asking your friends & family. 

But what if, for whatever reason, you come up empty? Perhaps the candidates didn’t have the right skills? Or maybe they did, but weren’t a culture fit with your company?

NOW WHAT?

“I’m an award-winning headhunter with a secret...
You probably don’t need me.”

I’ve been a retained executive recruiter for 25 years, teach the subject at Kellogg School of Management, and wrote the bestselling book Recruit Rockstars.

But I’m about to spill some industry secrets about hiring.

To put a Rockstar in every seat of your business, you should tap into your personal network first. You’d be crazy not to. That includes your employee referral program, asking your investors & Board of Directors for outstanding candidates. Even asking your friends & family. 

But what if, for whatever reason, you come up empty? Perhaps the candidates didn’t have the right skills? Or maybe they did, but weren’t a culture fit with your company?

NOW WHAT?

Until now, you only had 2 options:

OPTION 1:

Post on a Job Board

OPTION 2:

Hire a Headhunter

Job Postings:

There are thousands of job boards in the US, and they charge just a few hundred bucks to post a job.

You’ve used them before, so you know what happens. Within a day or two, your email box is overflowing with hundreds of applicants… most of them don’t remotely match your criteria. (Because it’s so darned easy to click the “Apply” button, everyone does.) 

When you finally get around to sifting through that email folder of applications, you find just a handful are worth a phone call. 

More importantly, you’ve missed the vast majority of targeted people you actually want to reach. Because Job Boards reach people who happen to be searching for a job that particular day. (Even during a global pandemic, only 20% of people are actively seeking a job.) 

So, what about the other 80% of people...the employed ones you really want to hire?

To reach them, you have a second option: Hire a Headhunter.

Headhunters:

There are 90,000 recruiters in the US. Some of them are actually quite talented.

Headhunters do two things: 
1. Find candidates. They determine what you need, target the right candidates, and outreach to them, hoping to engage them in a conversation. 

2. Vet candidates. They interview, conduct reference checks & background checks, and narrow the field to a shortlist of finalists.
Headhunters are well-suited for this. But because it’s so time consuming, they charge a small fortune. The fee is 20 percent to 33 percent of the candidate’s compensation.

Now, a dirty little secret of the Headhunting industry: this price has been fixed for about 60 years. While prices have come down in all sorts of other “middleman” industries, Headhunters still charge a king’s ransom.

So, engaging a Headhunter to find your $100,000 employee will cost you nearly $30,000.  And a $200,000 executive can cost you $60,000. 

Ouch. That’s a painful check to write.

In addition to the sticker shock, the process drags on and on. Because most headhunters work on 10 to 20 searches at a time—and there are only so many hours in a day—each project can take 3 to 4 months from beginning to end.

Meanwhile, you’re up against the wall because Sally just gave her 2 weeks notice.

So, what do you do?

After tapping out your personal network, do you rely on inexpensive job postings which reach few qualified people & then settle for the best applicant from the bunch?
OR
Do you engage a high-priced headhunter and spend a small fortune?

What if you already know how to vet and assess candidates? 

What if you simply need someone to find the candidates and introduce them to you, so you can take it from there?

There was no way to do it.

Until SHORTLIST.

Here’s the inside story.

For 25 years, I’ve been a Headhunter for PE & VC portfolio companies. They’ve retained me at great expense to find and vet the best talent. My team and I have recruited over 3,000 people.

But I want to help even more growth companies scale. Because they birth the next great products and innovations. And create more jobs than even the largest companies. 

Every week, headhunters have this actual conversation with business leaders:
And it’s true.

For 60 years, Headhunters have refused to separate the finding from the vetting. 

So I thought about doing something that no Headhunter has done before:  

Unbundle.

By that, I mean separate the finding candidates from the assessing candidates. (No Headhunter does this because it means they could lose potential revenue.)

About a year ago—after saying “No” countless times—I started to wonder why. 

I thought perhaps I could help more PE & VC portfolio companies by being the first Headhunter to unbundle: 
Whenever I said “No,” I felt like I was letting down those business leaders. Forcing a “one size fits all” down their throat when the first lesson I learned in business was to give customers what they want and need.

Perhaps, I could help them just find candidates: understand their requirements, do the research, identify qualified candidates, contact them, and make the introduction. 

And leave the vetting and assessing to my client.

I’ll be candid. 

Another thing holding me back was my fear of taking a lot of heat from other Headhunters. I could imagine their lack of enthusiasm for someone breaking the price-fixed nature of the industry. I lost sleep…unsure if I had the guts to turn a $10B industry upside down, upset the apple cart, and put my core business at risk. 

But I’ve always known that if you don’t change your own business, others will do it for you. 

So I decided to try it out.

In early 2019, I launched a low-profile Beta test to see if the “unbundling” idea would actually work.

I had to figure out how to efficiently research, find, and contact candidates. My team and I discovered 37 different places to search online to find candidate profiles. (LinkedIn is just one of them.)
Plus, I wanted to introduce 10 finalists, which meant that we really needed to start with 100 people who matched the criteria. 

So I built a team to crack the code.

During Beta, we completed over 200 SHORTLISTs—most of them very successfully. In virtually every industry, function, and location. 

We refined and refined to work out the kinks. 

Until we nailed it.

In the vast majority of cases, our client hired someone from the SHORTLIST of 10 finalists. (Some even hired more than one from the same list.)

We’ve helped hundreds of leaders. And received a ton of 5-star reviews like these:

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"I couldn't recommend SHORTLIST more highly. Our healthcare business needed a senior Revenue Cycle leader. And in 10 days, SHORTLIST introduced us to 10 Rockstar candidates. We hired one, at a fraction of what we would have paid a traditional headhunter. It couldn't be easier!” 
—Scott Yates, CEO, First Call 
But I had no idea how much to charge. Because there’s nothing like this new service. So I asked clients, and they told us that $3,000 for a SHORTLIST was reasonable. (And far less than a $30,000 to $60,000 headhunter fee.)

But to make it a no-brainer, your first month of SHORTLIST is FREE.

SHORTLIST saves you tens of thousands of dollars in Headhunter fees. Every single time you hire.

So how exactly does it work?

There are a number of steps in the SHORTLIST process. But you only need to do one thing: Give us the criteria of your perfect candidate—such as their function, industry, education, skills, and location. (It takes just 7 minutes to complete the online intake.)

Then, my team goes to work:
Within 24 hours, we email you 3 benchmark profiles just to make sure we’re on-track.
Once you approve, we research in 37 places online to find the closest 100 candidates. We call them “lookalikes” because each one meets your criteria.
We track down their email address and phone number. (We’ve found a bunch of reliable ways to do this.)
We craft an outreach message to describe your company & the role you’re filling.
We outreach to them via email & phone to see if they’re open to a discussion. This is so much better than Job Boards because we proactively target and pursue the 80% passive job seekers, instead of reaching just the 20% active job seekers. 
Did you know that 87% of Americans are unhappy enough with their role to engage with another company? But they’re not SO unhappy that they’re looking on job boards? This is the magic of SHORTLIST.
The interested candidates reply back.
We introduce them to you within 10 days.

And then you take over.

The end result? We introduce you to 10 qualified & interested candidates in 10 days. Each meets the criteria. Each is open to speaking with you.

And it’s one low flat fee of

Your first month of SHORTLIST is FREE

You can hire one or as many as you like. There’s no additional fee or placement fee of any sort. You’re paying for the introductions.
I know that’s a lot less than a traditional Headhunter fee. Because we’re finding, not vetting. But if you’re skeptical, no worries. I added a 100% money-back guarantee. If you’re not happy for any reason, just let us know and you’ll get a full refund. (You don’t even have to speak with us. Just send us an email.) 

Think about that. 

A thousand bucks instead of a Headhunter invoice for up to $60,000. Finally, you can delete your Headhunter’s phone number from your smartphone (and your bank account.) 

Here are some examples of what SHORTLIST can do:

"Who needs a headhunter anymore? We dropped north of $60,000 on traditional recruiters for our last two hires. This time around, I tried SHORTLIST. It cost a tiny fraction and took just 10 days to deliver a pre-qualified list of finalists. It's the best investment I’ve made in a long time." 
—Joe Battoe, CEO, Varcode 
“SHORTLIST rocks! It saved us $84,000 in headhunter fees on just one search. Super fast & super easy. It changes everything about the way companies hire. Why pay 33% when you can pay a thousand dollars?" 
—Alex Stepien, CEO, Cappex 
"I'm skeptical of any new recruiting service. But we tried out SHORTLIST to fill a crucial position at our VC backed company. As promised, it delivered 10 great candidates, including the one that we hired. Shortlist is fast, hassle-free, and a great value for growth-stage companies." 
—Mary Pigatti, CEO, eMindful  

But Joe, Alex, and Mary are just the start. Hundreds of growth companies love SHORTLIST.

Here are all the functions where SHORTLIST works best… 

  • CEO, COO, CFO
  • Business Development
  • Consulting
  • ​Engineering
  • ​Finance
  • ​Human Resources
  • ​Legal
  • ​Marketing
  • ​Operations
  • ​Product
  • ​Project Management
  • ​Sales
  • ​Software Development
  • ​UX

And here are the industries where SHORTLIST rocks...

  • Biotech
  • ​Computer Security
  • ​Consulting
  • ​Consumer Products
  • ​Education
  • ​Financial Services
  • ​Food & Beverage
  • ​Games
  • ​Hardware
  • ​Health & Wellness
  • ​Healthcare
  • ​Information Services
  • ​Internet
  • ​Legal Services
  • ​Manufacturing
  • ​PE & VC
  • ​Real Estate
  • ​Software

And there‘s never no risk, with the 100% Guarantee. If we haven’t earned it, we have no interest in keeping your money.

I want to make sure you have everything you need to be successful in hiring. So when you use SHORTLIST, I also include these bonuses:

BONUS #1
Scorecard template to assess candidates. It’s the same one I use in my Executive Search practice.
(value $97)
BONUS #2
A copy of my bestselling book Recruit Rockstars.
(value $27)
BONUS #3
Unlimited email access to me for any questions for 30 days
(value $497)
BONUS #4
Guide: How to onboard your new hires successfully
(value $37)
BONUS #5
Online interviewer scoring tool
(value $97)
BONUS #6
A copy of my new eBook To Fire or Not to Fire
(value $27)
BONUS #7
My exclusive video interviews with 3 well-known CEO’s
(value $97)

Why Smart Leaders Love SHORTLIST:

You'll meet only highly qualified candidates. No more unqualified applicants & stacks of pointless resumes.

Traditional headhunters seem to take forever. Now you can hire in 10 days. Not 10 months.

Why pay a Headhunter to interview candidates when you're going to interview them anyway?

If you're not OMG'd 😲 you get your money back. Try asking your Headhunter for that!

It's the best of both worlds:

So now let me ask you a few questions:

How much longer are you going to wait to fill that open chair? Or to upgrade that underperformer on your team?
What impact would it make on your business if you put a Rockstar in every seat? How much faster could you run?
How much is that empty seat costing you in lost revenue or reduced efficiency?
How many more weekends are you going to spend searching on LinkedIn?

When you put a Rockstar in every seat, you impress your investors, crush your competitors, beat your targets every quarter, and finally ship that new product on-time. 

So, is SHORTLIST for you?
We love working with leaders who know that hiring is their #1 priority, but are short on time and can’t afford a high-priced Headhunter.

Frequently Asked Questions

Here are questions we hear a lot:

  • What if I already have an internal recruiter? → Perfect. They can spend their time interviewing & vetting candidates for skills & culture fit, instead of trying to find them. Leave the legwork to us.
  • ​What if I don’t hire anyone? → It’s rare. But it happens. If you don’t hire anyone, we’ll introduce you to another 10 qualified & interested candidates, as long as the criteria remain the same.
  • ​How long does it take? → 10 days from start to finish. Most Headhunters will still be negotiating their contract with you, by the time we introduce you to 10 qualified & interested finalists.

Find your next hire.
Lose your Headhunter.

Your first month of SHORTLIST is FREE

P.S. If you’re like me, you’re busy and skip right to the bottom to get the quick summary. So here it is. SHORTLIST introduces you to 10 qualified and interested candidates in 10 days. For a fraction of what you pay a Headhunter. And it’s 100% guaranteed. I’m convinced you’ll love it.

Don’t forget Steve Jobs’ infamous quote: “I consider my most important job to be Recruiting.”
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