Greater Montreal Metropolitan Area
Most profiles I scroll past. Yours made me stop and hit follow and or connect. I will usually bet on human connection. I don't pee in your cereal, so please don't do it here on this platform. 🥣🤝 🚨 ATTENTION C-SUITE, FOUNDERS & HR LEADERS: Are you sick of watching top executive hires stall out and walk away to competitors? 🚨 Let me ask you a question... Have you ever found the perfect candidate for a critical leadership role, spent months courting them, only to watch the entire deal fall apart at the 11th hour? 📉 It's infuriating. You lose the momentum, your HR ROI tanks, and your competitors scoop up the exact talent you needed to scale. Most boards and talent acquisition teams think it's a compensation issue. They think they need a better headhunter. They are dead wrong. ❌ After 13 years deep in the trenches of talent intelligence, I discovered the real reason elite leaders walk away. It has nothing to do with money, perks, or titles. It comes down to a silent killer I call the "Story Gap." 🤫 When this gap exists behind closed doors, critical transitions derail. Period. But when you know how to close it? You secure top-tier talent, and your executive retention skyrockets. 🚀 That is exactly why I developed the Executive Risk Framework. I don't shuffle resumes. I step in when the stakes are highest to eliminate executive talent risk using a proprietary system that: 🔥 Rescues Derailed Hires: We step into stalled negotiations and flip the momentum before your talent walks out the door. Amplifies Executive Visibility: We position incoming leaders with clear authority so they're respected from day one. Repositions Critical Transitions: We craft the narrative to align the C-suite and keep the board fully confident. Stop letting a broken narrative bleed your HR budget. If you have a high-stakes transition on the line, you cannot afford to leave this to chance. Want to know if a "Story Gap" is secretly killing your next big hire? 👀 📩 Send me a direct message right now, and let's get to work.
👩💻🧑💻 Execbrand and Head of Table Advisory were built around one simple truth: most B2B companies don’t struggle to find resumes; they struggle to spark conversations that lead to the right hires and lasting partnerships. ❌ HR leaders are overwhelmed with noise. ❌ Key decision-makers are hard to reach. ❌ Top talent is busy — and not responding. We asked the tough questions: Why are hiring conversations breaking down? Why do strong candidates ghost? Why do brands with great offers fail to attract the right leaders? The answer wasn’t “more job postings.” It was strategy + storytelling. That’s why we bridge the gap between HR professionals and key stakeholders by combining executive recruitment strategy with high-impact brand storytelling. ⚡ We design recruitment campaigns that cut through the silence. ⚡ We craft copy and messaging that makes decision-makers stop scrolling. ⚡ We help B2B companies build pipelines that not only attract top talent but keep them engaged. We don't just recruit; we build systems that inspire trust, strengthen relationships, and scale with clarity. At Match4Talent and Head of Table Consulting, we don’t just fill roles—we solve the deeper problem: aligning leaders, talent, and stories in a way that drives sustainable growth.
In talent acquisition, the biggest challenge was never just “filling roles.” It was answering tougher questions: Why aren’t we attracting the right talent? Why are leaders waiting too long for critical hires? Why are sourcing teams missing opportunities to connect with top candidates before competitors do? ❌ Sourcing strategies were outdated. ❌ Pipelines were thin and reactive. ❌ Candidate engagement was dropping — especially in hard-to-fill roles. I leaned into curiosity and began to reimagine sourcing as a proactive, data-driven, and people-first function. ⚡ I built sourcing frameworks that went beyond job boards, tapping into hidden talent pools across Canada and international markets. These strategies consistently delivered top performers for complex, high-demand roles. ⚡ I partnered directly with executives and hiring managers to understand business priorities, shaping sourcing campaigns that matched not only skills but cultural fit. ⚡ I led and mentored sourcing teams, training them to move from transactional outreach to relationship-driven engagement that built trust with candidates from the first touchpoint. ⚡ I drove the use of market intelligence and talent mapping, transforming sourcing from guesswork into a strategic advantage — giving leadership real-time insights into talent availability, competition, and demand. ⚡ I optimized our CRM and sourcing technologies, implementing best practices that streamlined workflows and improved candidate experience. This role reinforced my belief that sourcing isn’t about chasing candidates — it’s about building ecosystems of talent, aligning sourcing with business strategy, and creating meaningful conversations that turn passive talent into future leaders. As Sourcing Director, my focus was simple: anticipate hiring needs before they became pain points, empower teams with the right tools and strategies, and ensure that organizations never had to choose between speed, quality, and culture fit.
• ❌ Filled mission-critical roles? → I collaborated with Fortune 500 clients to uncover hidden talent pools and secure top performers for their hardest-to-fill positions. • ⚡ Hiring chaos slowing decisions? → I refined job descriptions, removed bottlenecks, and mentored recruiting teams so hiring managers could move faster with confidence. • 🤔 Flying blind in the market? → I delivered deep-dive research and talent insights that turned guesswork into strategy — helping clients source smarter, not harder.
• Noticed high turnover in call center roles and developed recruitment strategies tailored to the telecommunications industry — improving client satisfaction across Canadian regions. • Saw disconnects between hiring managers and recruiters, and built trust through hands-on training and rapport, creating alignment that sped up decision-making and reduced friction. • Identified workforce disengagement risks and introduced retention programs, promotion pathways, and focus groups to keep top talent engaged and committed. • Recognized inconsistencies in performance standards and led the design and upkeep of a system with clear job descriptions, fair evaluation tools, and measurable expectations. • Observed gaps in inclusivity and championed diversity initiatives, creating equal opportunities and aligning with the company’s broader strategic goals. • Questioned inefficiencies in the hiring cycle and streamlined full-cycle recruitment — from sourcing and screening to onboarding — to create a smoother candidate and manager experience.