Nine years.
Both sides
of the table.

I didn't plan to become a recruiter.
I learned how to be good at it.

In my past agency life, I supported hiring across all kinds of industries and organizations. Mostly early-stage startups...the kind of companies where you're building the interview process at the same time you're running it, where the hiring manager is also the CEO, and where a bad hire changes the trajectory of the company. I also started to see a pattern. Companies weren't failing at recruiting because they didn't care. They were failing because they hadn't built a real foundation.

The problems were straightforward.
So was the fix.

After nine years of seeing the same issues, like job descriptions that described a unicorn candidate, careers pages that said nothing, and interview processes that exhausted everyone and went nowhere, I wanted to do something about it at scale. Not just for one company at a time, but as a practitioner who could move between organizations and actually transfer what works.

At the same time, I kept getting messages from people in my network. Friends of friends. Former candidates. People who had been laid off, or were quietly looking, or had applied to forty jobs and heard nothing back. They weren't looking for someone to find them a job. They needed someone to tell them the truth about why it wasn't working, and how to fix it.

Built Well is both of those things at once. I help implement a talent infrastructure that's built well, and ensure candidates are positioned well for their job search.

Direct. Specific.
No filler.

I don't do vague audits or resume rewrites that removes everything that makes you interesting. I work in the specifics: the messaging in your job description, the questions you fumbled in your last interview, and the real reason your careers page isn't converting.

I work efficiently, I communicate clearly, and I don't disappear mid-engagement. If something isn't working, I'll tell you.