Job boards aren’t enough.

Job boards just don’t cut it. Let me tell you why.

We all share the same 24 hours in a day. As a Chief Executive, no matter how hard you work, you can’t scale the organization without hiring new people. You’ll eventually hit a cap. That’s a fact.

Since you need to delegate functions to others, it’s crucial to hire strong and capable talent, especially for leadership roles, as they set the tone for the rest of the team.

If you hire a rockstar candidate who reports to a less capable manager, you’ll inevitably create conflict. Honestly, a rockstar probably won’t even accept your offer in that situation because the best people interview you just as much as the other way around.

This means that wrong hires don’t just affect the function you hired them for; they also make it harder to hire people who can ACTUALLY deliver.

Now ask yourself – does your recruiting strategy reflect the importance of talent acquisition to your growth, considering the obvious facts above?

I’m willing to bet it doesn’t.

I’ve been both an external recruiter AND a corporate recruiter for one of the fastest growing software companies in Boston. I’ve seen firsthand that TA teams are stretched too thin (especially now!) to build custom recruiting strategies for each role.

Also, many corporate recruiters are generalists and lack the deep experience needed to identify & recruit top performers for specialized leadership roles.

So, what do companies do instead?

They post the role online…and then pray.


The most crucial aspect of growing a business is left entirely to chance.

And here’s the cold truth: post and pray is an outdated recruiting strategy. A generic job post is NOT how you approach and woo top performers to your organization. This strategy is even MORE risky if you don’t have the powerhouse brand of a company like Google, Microsoft, or Amazon.

Top performers are already employed, except for rare occasions. They’re also busy with work and life and don’t browse job boards often, mostly because they don’t need to. If they want a new role, it’s as simple as checking their email and reaching out to past connections. This is especially true for people with niche skills like Product Management and UX, who are surrounded by opportunity.

Given this – do you want your success to depend on someone MAYBE having a bad day, MAYBE checking job boards, MAYBE finding yours, MAYBE being interested enough to apply, and then MAYBE getting a response from your TA team?

That’s too many maybes and a completely accurate description.

Today’s economy is charged up, and the demand for talent is high.

If you’re serious about improving your organization and bringing stability back to your team, I strongly encourage you to change your strategy.

StaffGrabbers is a boutique Product Management and UX recruiting agency specializing in proactive and intentional top talent searches.

We build and execute customized searches based on your needs, desired source companies, and skill sets.

Do you have some dream companies you want to recruit talent from?

We’re on it.

Need a rare skillset?

No problem for us.

Need someone GOOD?

That’s what we do best.

Once the plans are in place, we unleash our recruiters to search the market. We identify your dream candidates, approach them persuasively, sell them on your opportunity, and guide them (and you!) throughout the entire interview process. We’re not just a “third-party” recruiting agency. We’re an extension of your talent acquisition team and a genuine competitive advantage for our clients.

If you think it’s time to take control of Talent Acquisition, please reach out to us at for a confidential discussion.

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