Data and Cyber Search
WELCOME TO BENJAMIN BERGLUND
We are glad you stopped by.
We designed our site to be simple and straight forward.
Let’s get you on your way.
Here is what we do best:
We find people that others don’t.
HERE IS HOW WE DO IT:
We Are Relentless: We refuse to give up.
We found one highly-qualified candidate on the testimony page of a niche software company.
The owner of the software company even offered to send us a recommendation about his mastery of their software.
His LinkedIn profile had zero information about any of this. The other search firm working the job had no idea this guy existed.
We Dig: We dig beyond the keywords and bullet points.
One candidate saved his Fortune 50 company over $100M annually by switching out a piece of hardware at all their sites and automating the processes to run it.
His story of overcoming the skepticism of his boss and the field ops people and the unforeseen technical and implementation challenges are not found on his resume or LinkedIn profile.
There is nothing about his knack for innovation, grit, perserverance, or commitment to see a project through despite the odds.
Rather, this accomplishment is a simple bullet point with a brief description. We had to dig it out of him.
This amazing story will likely be missed by HR as they use AI or Boolean searches to help identify candidates.
Our Software. Our best-in-class software allows us identify people beyond LinkedIn and create shortlist in a matter of hours.
We created a list with over 100 qualified candidates within two hours for a C-Level role with a non-profit. Many of candidates we identified had incomplete or outdated profiles on LinkedIn and would possibly be overlooked by their HR team.
Some didn’t have a LinkedIn Profile.
MANAGERS AND INTERNAL RECRUITERS
How we help you create a higher quality and deeper candidate pool.
It’s easy finding candidates who are looking for a new role.
You don’t need our help for that.
But, what about missing out on highly qualified candidates who aren’t actively looking?
This hidden gap could possibly cost you bonuses for your bank account and kudos from your bosses.
Here is how to avoid that mess.
About 80% of possible candidates out there aren’t looking.
They need to be recruited.
- Who is recruiting them for you?
- Are they going beyond well-written LinkedIn profiles rich with keywords to find them?
- If you are an internal recruiter with multiple roles to fill, do you have time to pursue hidden high performers with outdated or incomplete LI profiles?
- With so much on the line (average time to get a new hire fully rolling: nine months) are you willing to settle for posting a job then hoping highly-qualified candidates apply?
Sometimes that works, sometimes it doesn’t.
If it doesn’t, it could be trouble. Hope is not a reliable strategy.
Delays in hiring the right candidate could affect your blood pressure and:
- Your bonus. No need to miss your KPI’s or OKR’s
- Your reputation. No need to extend you timelines.
- Your team’s performance. No need for morale to go south.
We invite you to have a conversation with us.
We don’t know if we can help close that gap, but we might.
Get started below.
CANDIDATES
How we help you get connected.
Consider us a friend of a friend.
It’s the “I know a guy” type of thing.
In tech, these types of relationships are proven to be the most effective way to find a new role, according to a 2022 scientific study.
We have a daily pulse on what is happening in Phoenix and an ever expanding network of acquaintances and mutual friends.
Dozens of roles come across our desks every day across all tech disciplines.
- Some of them are confidential.
- Some will be approved in due time.
- Some are active.
- Some will be stronger roles than your own.
But if you aren’t in the know, you won’t know.
Is it possible that this blindside might blindside you?
How we help you get connected
Hiring managers want to hear how your knowledge, skill, and character will strengthen their team.
That’s a difficult portrait to paint in a keyword and bullet point world. It’s also the reason why applying for jobs online is an uphill battle.
This is where we come in.
We paint your portrait. We make it interesting, colorful, and intriguing by telling your stories of how you overcame challenges and figured stuff out. We tell them the stories behind crushing your KPI’s, earning recognitions, and receiving well-earned awards. Hiring managers love this.
Remember:
- Your keywords identify you.
- Your story connects you.
Let’s start writing your story today.
Connect with us below.
Benjamin Berglund Search 