About
60 years of recruiting.
Zero patience for BS.
recruiting industry. Not writing about it. Doing it.
Co-Host
Rich Rosen
Rich Rosen has billed almost $20 million in recruiting revenue over a nearly 30-year career. He runs Cornerstone Search from his home office outside Boston, solo, with part-time admin support. No team. No excuses. He’s been ranked in Forbes’ Top 50 Recruiters in America five years running, peaking at #11. He’s the highest-ranked solo practitioner on that list. He’s a board member of the Pinnacle Society, the elite group of the top 80 headhunters in the country.
Rich places sales and executive talent for VC-funded software companies. He’s placed over 1,000 senior professionals. His typical search sees an offer letter going out within 22 days. His hires stay with clients at twice the industry average, and over 80% rank among the top producers at their companies.
Before recruiting, Rich was the youngest stockbroker at Dean Witter, managing a $150M portfolio while still in college. When that fell apart (ask him, he’ll tell you over a beer), he pivoted to recruiting, walked into MRI as a rookie, and billed $40K in his first ten days while still in training. He asked his manager what he was supposed to do after breakfast.
Rich reviews recruiting tools the same way he recruits: he cuts through the noise, says what he actually thinks, and doesn’t waste your time. He’s not reviewing products from a spec sheet. He’s reviewing them as someone who needs them to work on a Tuesday morning when he’s got three searches open and a VP of Sales to place by Friday.
Co-Host
Tricia Tamkin
Tricia Tamkin has been in recruiting since she was 19 years old. She called the agency owner the day after her interview and told him she’d made a decision: she was going to be a recruiter, either for him or someone else. He hired her. She was the top producer in the firm before she was old enough to order a drink.
When a boss told her to play nicer in the sandbox, she opened her own executive search firm instead. She ran Wolftec for nearly two decades, placing senior technology professionals back when most recruiters didn’t have a computer on their desk. She’s started eight companies. She still makes cold calls and answers her own phone.
For the past sixteen years, Tricia has co-founded Moore eSSentials with Jason Thibeault, building one of the most respected training programs in the recruiting industry. Over 200 active clients, 950+ hours of proprietary content, 175+ LinkedIn testimonials from practitioners at every level. She was one of the first trainers in the industry to integrate AI into recruiting curriculum, launching AI4 Recruiters in 2022.
For Recruiter Tool Review, Tricia designed the evaluation framework, built the scorecard methodology, wrote the vendor brief that standardizes every demo, and runs all operations. She’s the one who sends vendor demos back when they don’t follow the rules.
Go ahead and call her at 630.240.4454. She’ll pick up.
Training
Jason Thibeault
Jason Thibeault grew up in a log cabin in the woods with a Commodore VIC-20, a stack of books, and whatever he could take apart or build. That curiosity never went away. It just got more expensive.
He started college aiming for space. Physics pivoted into philosophy, where his talent for logic led him to teach it while still a student. He served as an officer in Air Force Space Command, posted perfect scores across the board, and earned an offer to teach philosophy at the Academy. He left the military, climbed from night shift supervisor to plant manager in four years, and eventually brought that systems mindset into recruiting.
Jason is Tricia’s business partner and co-founder of Moore eSSentials. For sixteen years they’ve built training content together, trained thousands of recruiters, and developed the methodologies that Moore eSSentials is known for. Much of what Tricia and Rich teach about recruiting process, candidate evaluation, and business development originated in Jason’s frameworks. He’s the thinker behind the thinking.
Jason co-developed the original ATS Selection Class and the evaluation methodology that powers the Recruiter Tool Review scorecard and vendor selection training. When you go through the training and wonder why the prioritization matrix works so well or why the Four Question Test cuts through the noise so cleanly, that’s Jason’s brain at work.
He’s the one who coined the alternative meaning of ATS: “Anti Talent System. The place bad candidates go to die.” It’s a joke, but it’s also a warning. The system you pick should work for you, not against you. Jason’s training makes sure you know the difference before you buy.