Talent Company, Inc.

Many hiring managers prioritize industry experience. Yes, it's important, but could this focus be holding you back? Great companies often excel through disruption and innovation, not by checking the same boxes.

🏢💻 Return to office? Not in Web3. A lot of industries went remote in 2020… and now many are walking that back. But there’s one space that is not hitting reverse: Web3 and crypto. 𝗡𝗼 𝗼𝗳𝗳𝗶𝗰𝗲. 𝗡𝗼 𝗯𝗮𝗱𝗴𝗲 𝘀𝘄𝗶𝗽𝗲𝘀. 𝗝𝘂𝘀𝘁 𝘁𝗮𝗹𝗲𝗻𝘁, 𝗮𝘂𝘁𝗼𝗻𝗼𝗺𝘆, 𝗮𝗻𝗱 𝘁𝗿𝘂𝘀𝘁. This industry has been predominantly remote-native from the start. Global teams, async collaboration, no centralized HQ. They don’t just tolerate remote—they thrive in it. 🌍 Live where you want. ⌨️ Work how you work best. 🧠 Deliver results, not desk time. True remote-first cultures still exist... ***************************************** If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect. 𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓 – I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.

Do you have "career insurance"? Ideally you want to network before you actually need a job. About 70% of people only start serious networking when they need something. By staying connected and occasionally reaching out to your professional contacts, you'll be top of mind when opportunities show up. Don't wait until necessity, start building relationships now. ********************** If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect. 𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓 – I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready. #accountingjobs #HRcareer #careeradvice #careerinsurance

Too many hiring managers get tunnel vision, believing candidates must have direct industry experience. 📊 Majority of breakthrough innovations come from outsiders. 𝑺𝒐 𝒘𝒉𝒚 𝒅𝒐 𝒔𝒐 𝒎𝒂𝒏𝒚 𝒄𝒐𝒎𝒑𝒂𝒏𝒊𝒆𝒔 𝒔𝒕𝒊𝒍𝒍 𝒇𝒐𝒄𝒖𝒔 𝒐𝒏 𝒉𝒊𝒓𝒊𝒏𝒈 𝑶𝑵𝑳𝒀 𝒇𝒓𝒐𝒎 𝒕𝒉𝒆𝒊𝒓 𝒊𝒏𝒅𝒖𝒔𝒕𝒓𝒚? But people are people, and great leadership skills matter more than specific industry experience. 🟢 An HR leader from tech could bring in new energy and fresh perspectives into healthcare 🟢 A marketing executive from retail might bring fresh outlook to financial services. Diverse experiences bring innovative thinking, challenge status quo approaches, and get new energy into your organization. Don't limit your talent pool by arbitrary industry constraints. Transferable skills often matter more than industry-specific knowledge. 💡 Have you experienced unexpected hire who was not from your industry that transformed your business/role? hashtag#HiringStrategy hashtag#TalentAcquisition hashtag#LeadershipDevelopment hashtag#ProfessionalGrowth ************** If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect. 𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓 – I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready. hashtag#Recruiting hashtag#CareerAdvice hashtag#Compensation hashtag#HiringTips hashtag#TalentAcquisition

In Web3, Crypto and most early stage companies -founders aren’t just hiring for skill—they’re hiring people who believe in the mission. They want people who are all in. People who see the vision before it’s obvious—and are ready to help build it from the ground up. In an early-stage crypto company, no one’s handing you a roadmap. You won’t have a full team to “go execute.” You are the team. The person who sees what needs to be done—and builds it. Fast. It’s not about checking boxes. It’s about spotting opportunity, solving problems, and moving without waiting for permission or support structures you’re used to in larger organizations. Some people from big companies struggle in Web3 & startups because they’re used to executing plans—not making them. But founders don’t need passive executors. They need people who can zoom out to see the vision and zoom in to make it real. So if you’re waiting for a team of ten, a start-up - Web3 might not be your place. But if you’re energized by building in lightning-speed environments where the path hasn’t been paved yet? You'll love it. ***************************************** If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect. 𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓 – I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready. #Web3 #Crypto #Startups #Leadership #Innovation #CareerAdvice

𝗢𝗺𝗮𝗵𝗮 #𝗛𝗥 - just starting to work on a new HR role for a company that I truly believe is one of the TOP in Omaha..not defined by a Great Places to Work survey but instead... People don’t leave. It’s one of the few companies I don't even try to recruit from and of course won't now that they are a client. When they hire, they’re selective. I continually see them bring on talent known to be 'top' of their game and difficult to recruit..they will listen for exceptional opportunities! Now they’re creating a new HR Business Partner / Senior HR Generalist role. ✅ Newly created — chance to help shape how HRBP support runs ✅ Direct exposure to executives alongside day-to-day HR ownership ✅ A mix of tactical HR execution and strategic partnership ✅ Role flexes up or down based on experience: HR Generalist/Sr HRBP / Senior HRBP ✅ Culture values independence, accountability, and proactive problem-solving ✅ Visibility and growth potential in a lean HR team More details coming soon — but if you’re an Omaha HR professional with 6+ years of experience or know someone that is follow me for when I do post the role. Compensation: Base up to ~$95K depending on experience (HRBP vs. Sr. HRBP), plus 5–10% bonus.

We’re #hiring a new Assistant Director of External Financial Reporting in United States. Apply today or share this post with your network.

#𝟭 𝘁𝗵𝗶𝗻𝗴 𝘁𝗵𝗮𝘁 𝗜 𝗰𝗮𝗻 𝘀𝗽𝗼𝘁 𝗮 𝘀𝘁𝗮𝗻𝗱𝗼𝘂𝘁 𝗳𝗶𝗻𝗮𝗻𝗰𝗲 𝗼𝗿 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝗶𝗻𝗴 𝗿𝗲𝘀𝘂𝗺𝗲 𝗶𝗻 𝟭𝟱 𝘀𝗲𝗰𝗼𝗻𝗱𝘀 — 𝗮𝗻𝗱 𝗜’𝗹𝗹 𝘁𝗲𝗹𝗹 𝘆𝗼𝘂 𝗲𝘅𝗮𝗰𝘁𝗹𝘆 𝘄𝗵𝗮𝘁 𝗜 𝗹𝗼𝗼𝗸 𝗳𝗼𝗿. As an executive recruiter, I’ve reviewed thousands of resumes for senior finance and accounting roles. Most are… fine. But the ones that make me pause? They do a few things really well: #1 Progression - they want to see movement up or vertically - adding more things into your toolbox, continuing learning → 𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝗰𝗹𝗮𝗿𝗶𝘁𝘆. Ditch the vague summaries — tell me what you actually do and where you make an impact. → 𝗨𝘀𝗲 𝗻𝘂𝗺𝗯𝗲𝗿𝘀. “Saved $500K” says a lot more than “led cost-saving initiatives.” → 𝗦𝗵𝗼𝘄 𝘁𝗲𝗰𝗵 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲. ERP systems, automation tools, data analysis — modern finance pros know their tools. → 𝗞𝗲𝗲𝗽 𝗶𝘁 𝘀𝗶𝗺𝗽𝗹𝗲. Clean format, logical flow, no fluff — just results. If your resume makes me say, “I need to talk to this person,” that’s always a good sign. So — what do you love seeing on a resume? #ExecutiveRecruiting #FinanceCareers #ResumeTips #AccountingJobs #HiringInsights #LeadershipHiring ***************************************** If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect. 𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓 – I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.

One Thing all hiring leaders, companies are looking for across roles… Process Improvement Examples 🎯 𝗬𝗼𝘂𝗿 𝗶𝗺𝗽𝗮𝗰𝘁 𝗱𝗲𝘀𝗲𝗿𝘃𝗲𝘀 𝘁𝗼 𝗯𝗲 𝘀𝗲𝗲𝗻. Tracking your progress 𝘢𝘯𝘥 the process often gets overlooked. Whether you're in operations, marketing, customer success — whatever your role — the real game-changer isn’t just what you achieve. It’s how you achieved it. Tracking not only proves your impact… it builds your case for growth, promotion, and leadership. 💡 Don’t wait for someone else to notice your work. Build the habit of documenting it. #careerdevelopment #processimprovement #impact #leadership #professionalgrowth ***************************************** If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect. 𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓 – I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.

I get it: your inbox is full of recruiter messages. Some are off-base. Some are laughable. Some don’t even list a salary. But before you hit delete, here’s a gentle nudge: 👉 If there’s even a chance you might want a new role in the next 6–12 months, respond. Even a quick “Not looking now, but happy to connect” goes a long way. Here’s what most people forget: → Titles mean wildly different things at different companies. A “VP” at one firm could be making $160K… or $350K at another. → Sometimes we can’t tell from your profile. It’s not personal. It’s not an insult. We just don’t have the full picture. → If you respond, you land in a different part of our ATS. You get remembered. You get flagged. You get follow-up. So here are 3 copy-paste responses you can use: 1. “Thanks for reaching out! Not looking right now, but open to chatting in the future.” 2. “Not the right fit, but happy to stay in touch.” 3. “Not my range/role, but appreciate you thinking of me!” Bottom line: no one manages your career better than you. Be visible. Be responsive. Build the right relationships before you need them. #careergrowth #jobsearch #recruitertips #linkedinstrategy #executivesearch ***************************************** If you're in the accounting, finance, HR, or C-suite fields and looking to explore new opportunities or enhance your team, I'd love to connect. 𝑰'𝒎 𝒏𝒐𝒕 𝒂 𝒄𝒉𝒆𝒄𝒌𝒍𝒊𝒔𝒕 𝒓𝒆𝒄𝒓𝒖𝒊𝒕𝒆𝒓 – I take the time to understand your goals and will only reach out when the time is right. Let's start a conversation today and partner when you're ready.