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You’ve Lost Your Star Employee, Now What?

December 2, 2019 by Blue Signal

Losing a star employee is one of the most challenging things employers have to face. Top performers are typically among the most engaged in a company and when they make an unforeseen departure, this makes their leaving even more difficult to swallow. While no company is immune, (particularly in today’s competitive market), there are ways to ensure you’re better equipped to handle the situation when it does. Read on for best practices on how to recover from the loss of a top employee.

Think before extending a counter-offer.

Assuming there is still time to counter, your initial thought might be to do so in hopes of retaining a top performer. However, you have to consider the long-term implications of this. It’s possible that compensation may be the main driver behind their departure, but your star employees will likely have addressed this concern prior to making a decision to leave. Whether they have or not, this leaves both parties in an awkward spot. Your employee will be left wondering why it had to come to this point for them to get a raise, and you will feel that it took a form of blackmail in order to keep them on-board.

Make sure their departure is as positive as possible.

While emotions are still likely running high, it’s important that you treat your employee’s departure as professionally as possible. Conducting exit interviews that allow them to speak to any frustrations should be a regular practice. Even if their reasons for leaving have no bearing on their experience at your organization, they’ll appreciate the opportunity to be heard. In turn, they’re much more likely to leave with a positive view of their time spent with you and will be more likely to recommend future candidates to your organization. In fact, employees that leave with a positive experience are 2.9 x more likely to recommend their former employer to their network.

Take your time in finding a replacement.

Losing a top performer is a tough blow, so it’s important to take a step back and not act on emotion. It may be your first instinct to try and find a replacement as soon as possible, especially if you’re going to be hiring from outside of your organization. This could be an excellent opportunity to hire an executive placement firm. Let them know what your former employee did well, and possibly where they fell short. They can often be an invaluable resource in finding your next big star, and you can continue to focus on business as usual.

Show a little extra appreciation for your current employees.

When any employee leaves, it can start a chain reaction. Present employees wonder what caused the departure and may reassess their own place internally. When a top performer leaves, however, this is doubly concerning. This can cause worries around lack of stability or merely open people’s eyes to greener pastures. While the feeling will likely be fleeting, it’s important to re-address why each individual employee is valuable.

So how do you go about that? It could be something as simple as having conversations with individuals about their career paths within your company. Another option that’s mutually beneficial is to identify opportunities for development. If employees have expressed an interest in training in a specific area or skill and you have the resources, invest time in doing just that. The bottom line is that your people want to feel that their work is valued and that there is room for growth and learning within your organization.

Recruiting: The Perfect Blend

October 2, 2019 by Amber Lamb

Many professionals have worked with recruiters in some capacity or another throughout the course of their careers. It’s common knowledge that recruiters help businesses fill open roles with qualified professionals. But have you ever really thought of the logistics behind this?

To be successful in sales, it takes a very particular combination of skills, attitude, and character. Salespeople must be confident, persistent, upbeat, and influential by nature if they hope to convince someone to buy what they are selling - whether it’s a product, service, or in certain cases, top talent.

Someone selling B2B must be an expert in their product. These companies who sell products and services to businesses are known to have long-term sales cycles. In most cases, this means developing established relationships with clientele to best understand their needs and ultimately deliver custom solutions. B2B sales are high value transactions, with elaborate influencing groups, stakeholders, business cases, and negotiations. Their high-stakes, high-reward model is complex but consistent.

B2C sales on the other hand, need to be able to roll with the punches. They will have shorter, more transactional sales cycles and will need to quickly create rapport with several different buyers in a day. Although their sales tend to be smaller in size, they are much greater in volume and require a diverse set of approach tactics and strategies.

Recruiters, in their unique circumstances, must create a balance and perfect mixture between the two selling philosophies. They must be able to sell a candidate to a company, but also a company to a candidate.

Why Recruiting is like B2B

At Blue Signal, we partner with our clients to act as an extension of their business. We strive to make our client relationships long-term, mutually beneficial, and as transparent as possible. Blue Signal invests in our clients’ successes and we make it our job to learn all there is to know about their business products, services, pain points, and goals. Our recruiters do a SWOT (strengths, weaknesses, opportunities, and threats) analysis for each role - making sure we have pinpointed the problem and are able to remedy the hiring issue… whether that be a need for people with different skillsets, an open role that needs filled, a culture fit or transition, or a number of other challenges.

This is much like the B2B model in that we establish a strong foundational relationship with our client stakeholders and must continue to develop the relationship with regular follow-up. CEO’s, management, reporting teams, cross-functional teams, and other individuals can be the driving force behind a hiring decision - so the stakeholders are often diverse and complex. These B2B “sales” are very high value. Blue Signal will charge the client a percentage of the placed candidate’s base salary, which often times requires some negotiations. To combat this fear of commitment, our recruiters must make meaningful, strong business relationships with the appropriate parties to truly create value and trust. The stakes are high, but with our superior caliber of talent, so is the ROI.

Recruiting is also similar due to the comparably small number of clients, and more complex and continual sales cycles. Blue Signal’s client base is hand-picked, relevant to our industry specialties, and truly decides our fate when it comes to sales success. We strive to understand the ins and outs of the business, their talent needs, their standing in their respective industry, where they are headed, and more. Each client is unique, so each tactic to complete their searches must also be unique. This requires a specific set of communication skills and developed business case analysis, presentations, negotiations, and more. We hope to make each of our clients long-term customers.

When you think of recruiting as a business - this B2B model makes sense! And is normally what people attribute to the industry. However, that’s really only one side of the conversation.

Why Recruiting is like B2C

Blue Signal has an extensive network of candidates and superior industry professionals that we constantly keep in contact with to help supplement their best career options. This network - unlike our client network - is much larger and much more transactional.

That word - transactional - has such a negative connotation. When really, all that’s meant by it is that our relationship is based on a transaction. In our first contact - recruiters have to sell themselves and their worth to a candidate rather quickly. Their goal is to establish a base level of rapport early. Recruiters may speak to hundreds of candidates in a week - and have to create meaningful touchpoints with each one in order to be successful. Each candidate has a unique set of skills, desires, needs, and other factors so each touchpoint has to be carefully crafted yet quick - much like the B2C tactics used by salesmen calling upon customers. Recruiters are trained to uncover candidate’s career drivers, potential job dis-satisfaction, and other things that get down to the candidate on a personal level. They really dial into the things that drive candidates in order to play into those wants and needs and create a longer lasting placement - unlike companies who often miss the mark by merely focusing on their bottom line. Therefore, the relationship between a recruiter and a candidate is transactional - yet precise and personal.

To truly craft this in-depth and thorough understanding of the individual behind the resume, Blue Signal processes each prospective candidate with a 12-point assessment. We inspect their career drivers, their ambitions, insecurities, behaviors - what makes them tick. A recurring example is people who lie in interviews. If they are in front of a hiring manager, looking for a job, they will say what they think that manager will want to hear to better their chances of getting the job. And - that can be more harmful than helpful in the long run. The candidate and hiring manager may ignore red flags or make compromises, both for the sake of fulfilling their short-term needs. By omitting their real desires, they may not be able to reach agreeable goals. We want to really get to know the candidate and understand what they want, so that we can do our best to place them somewhere they will be happy. This research is reminiscent of the time and effort all B2C companies put into understanding their target market, but on a scale of more than 100 interviews a week (i.e. more than 100 different “consumer” profiles - a Blue Signal recruiter’s target metric).

Not to mention, candidates today are exhibiting consumer behaviors more than ever. According to a survey by MRINetwork, “nearly three-quarters (72 percent) of candidates spend more than an hour researching a job and employer before even applying, and 16 percent of job seekers spend more than five hours!” This trend, coupled with the literal million open jobs without people to fill them, is putting candidates in the driver’s seat. They are doing more research into role responsibilities, company culture, compensation averages, and other key factors in a new job. This is turning recruiters into marketers - having to sell the company, the opportunity, and their structure better than any Glassdoor review ever could. Recruiters have the potential to be that mediator and representation to the hiring process and “customer” that both parties are unable to accomplish themselves.

Recruiters, The Perfect Blend

In many ways, recruiting is one of the most unique jobs in the world. As our CEO Matt Walsh uniquely indicates, “we are selling people to people!” Recruiters sell on all sides: they sell value to a client, they sell their relationship to candidates, they sell a client’s opportunity to a candidate, and they have to sell a candidate to a company - all before they even make a “sale.” They must maintain a balance between the two sales philosophies: taking the B2C human and consumer element and merging it with the B2B business scenario to create favorable outcomes for both parties.

Recruiters bring so much value to the hiring process. They strive to have that deeper understanding of candidates, their career drivers, and why they do what they do. They work to be partners to clients and invest in their success. A recruiter’s success depends on properly managing solutions to each party’s requirements and doing what is right for everyone. Blue Signal is proud to have some of the highest ethics and proven results in this dynamic industry, and strives to maintain that transparency in all aspects of our “sales”.

Blue Signal, Best of Arizona Business 2019

April 5, 2019 by Amber Lamb

Blue Signal was recently awarded #2 Executive Search Firm of Arizona for 2019!

“Ranking Arizona - The Best of Arizona Business” is an annual publication by AZ Big Media that is Arizona’s largest business opinion poll. It annually ranks companies based on the opinions of clients, partners, and customers.

This accomplishment is huge for Blue Signal, as we were up against the best in the business, and as first-time listers, we had a lot to prove! We are so humbled and grateful for our amazing clients, candidates, partners, and other professional support for the recognition. We take pride in our services,and are excited to hear that we have helped so many!

More about AZ Big Media:

AZ Big Media has been reporting compelling business and lifestyle news for Arizona for over 30 years. They cover everything from breaking business, to real estate news, to lifestyle features, professional tools, event information, and even magazine articles. To learn more about their print and online publications, visit their site here.

More about Blue Signal in AZ:

Blue Signal was founded in Chicago in 2012, and since then, has grown into a multimillion-dollar executive placement firm with offices in the Phoenix and Chicago areas. Blue Signal has established itself as the premier executive search firm within wireless/telecom, technology, and related industry niches.

At Blue Signal, we believe hiring the right people is the best way to transform business. Our targeted, specialized searches deliver highly qualified professionals to meet every hiring need. Our team has decades of combined experience in finding the right people for each unique company culture and industry niche.

Our team works with both candidates and hiring managers to find the right fit. Contact us today to let us know how we can help.

Blue Signal Summit Awards 2019

February 1, 2019 by Amber Lamb

2018 was a record-breaking year for the Blue Signal team. We worked on 400+ jobs, made 119 placements, doubled our team size, expanded offices and moved our company headquarters all while exceeding our company goals. At the Blue Signal Summit held in Phoenix, Arizona, we talked extensively about goals – as individuals as well as a team. Next year, we plan to raise the bar even higher and expand our team once again.

None of the strides we have made as a company would have been possible without the incredible efforts of our stellar team. Specifically, our top performers. At the Summit, we gave special recognition to 3 notable team members for their achievements.

Bryan O’Connor

Within his first year in the industry, Bryan was quickly promoted to Recruiting Manager. He has gone above and beyond in his efforts with candidates and clients. Bryan’s diligence throughout the year was reflected in his numbers. At the Summit, Senior Managing Partner Matt Walsh presented Bryan with an award for Top Cash-In in 2018.

Art Reed

Art has been a mentor and driving cultural force of Blue Signal since he came on board. His voice and presence put a smile on the faces of clients, candidates and colleagues alike. He recently was given the well-deserved promotion to Managing Partner. His client and candidate advocacy and dedication earned him the title of Top Biller for 2018.

Lacey Walters

Lacey’s hard work, innovative nature, and ability to adapt to anything thrown her way led to her recent promotion to Director of Operations and the Blue Signal MVP Award for 2018. Her dedication to Blue Signal’s initiatives, clients, candidates, and operations have significantly impacted the results all recruiters and the firm have experienced in the last year.

These 3 individuals have truly exceeded all company goals and the expectations of the organization. Whether it be weekends, nights, holidays, or after hours, they have put their clients and candidates first. Their hard work and attitude has helped make Blue Signal the best recruiting firm on the planet. This candidate, client, and colleague first mentality directly reflects Blue Signal’s ethics, and core values – which is why they are not only impactful leaders in the company, but recipients of these prestigious awards and true drivers of the Blue Signal cultural organization.

In 2019, we plan to keep up this trajectory and continue to be the best recruiting firm in the space. Blue Signal thanks each of these individuals for their hard work and effort. We are excited about what 2019 and the future brings for each of them as well as Blue Signal, our customers, and our clients.

Blue Signal Summit, 2019

January 22, 2019 by Amber Lamb

Blue Signal Search is unlike any other recruiting firm of its kind – so naturally, we had to have a holiday party just as unique as we are. In January of 2019, we held the first annual Blue Signal Summit, a three-day team gathering to celebrate a year of industry success. Each day was jammed packed with learning, team building activities, industry speakers, games, awards, great food and festivities. We were able to wrap up 2018, set goals for 2019 and beyond, as well as celebrate all we have achieved thus far.

For the event, our entire staff joined under one roof in our new HQ in Phoenix, Arizona. This was the first time some of us met in person! In the spirit of team building, we had meetings where we reviewed our best practices, discussed our company values, and underwent advanced trainings.

Blue Signal brought in Pinnacle Society elite and top performing recruiter Joe Rice to discuss what is and is not working in recruiting today. We covered objectives about leadership, company culture, change management, and organizational growth. The team learned more about the industry and best practices to better serve our clients and candidates in the future.

Throughout our conferences, the team talked about our growth and about fine tuning our processes. We strategized as a company and talked about upcoming initiatives and long-term goals. Most importantly, we recognized the achievements from the last year and awarded those people who helped us get there.

In 2018, Blue Signal made 119 placements and worked on over 400 jobs. Our biggest year yet also saw 8 new hires and 4 major promotions. Looking ahead to 2019, we are training and onboarding a new class of 9 recruiters before the end of January.

The Summit helped us focus on what is most important – who we are and where we want to be. Saturday, we got together showcase our accomplishments. In the morning the sales team had a golf tournament at the Orange Tree Golf Resort. That evening, we met with our significant others at the beautiful Biltmore Hotel to finish the Summit with a formal dinner. This Blue Signal family is proud of 2018’s accomplishments and is ready to do what it takes to become the best recruiting firm on the planet!

Blue Signal Gives Back 2018

January 15, 2019 by Amber Lamb

In November 2018, Blue Signal launched its first ever Blue Signal Gives Back initiative. In an effort to give back to our community, we implemented a program where the entire team worked together to raise money for a charitable organization of their choosing.

Blue Signal’s company culture is unique in many ways. While we do have four brick and mortar offices – two in Illinois, and two in Arizona including our new HQ – we also find our workplace all across the US in the homes of our remote workers! Because of this, it has been important for us to remain a close-knit company in many creative ways. The Blue Signal Gives Back Initiative allowed us to work as a team to accomplish one major goal – giving back. And we learned a lot about one another along the way!

Here’s how it worked: The program ran for 6 weeks from November through the end of December 2018. All recruiters chose a nonprofit charitable organization that was important to them, and teamed up with members of the support staff. Each team was able to earn money through Send-Outs, Placements, and various metric benchmarks and company trivia. Every week a progress report was sent out to the company, keeping track of which team was in the lead. At the end of the year, the points were added up and the team with the most cash won! The best part? Blue Signal took all the money earned from ALL teams, and donated it to the charity chosen by the winner – placing the donation in their honor. That meant that every send out, every placement, regardless of the winner, translated to a win for one lucky charitable organization. Each employee’s hard work directly benefited the winning organization.

At our year-end holiday party, the Blue Signal Summit – Ryan Walsh was announced the winner. His efforts put him and his organization, the American Parkinson Disease Association, in the lead. Ryan and the entire Blue Signal team was able to raise $1,632.50 to donate to the cause. We are so proud to have had this opportunity to work together as a company to give back to our community!

More about the American Parkinson Disease Association – The APDA is the largest grassroots network dedicated to fighting Parkinson’s disease (PD) and works tirelessly to assist the more than 1 million Americans with PD live life to the fullest in the face of this chronic, neurological disorder. Founded in 1961, APDA has raised and invested more than $177 million to provide outstanding patient services and educational programs, elevate public awareness about the disease, and support research designed to unlock the mysteries of PD and ultimately put an end to this disease.

Blue Signal Opens New Phoenix HQ and Hits 20K Followers

January 9, 2019 by Lacey Walters

Blue Signal is proud to announce its new north Phoenix headquarters in the Paradise Valley area. The team now has 4 total office locations across Chicago, IL; Los Angeles, CA; Mesa, AZ; and Phoenix, AZ. This new office will serve as our primary headquarters. See us on Google Maps here.

At Blue Signal, we pride ourselves in delivering top-quality recruiting services to our clients across the country. We have grown significantly this year as we expanded our services to new markets, new clients, and new regions of the world.

Additionally, our team has hit 100 years of combined recruiting experience. We believe that the best recruiter is one who has deep industry knowledge and is committed to matching the right person to the client's needs. At Blue Signal, we pride ourselves on both. Our clients depend on us for relevant market insights, precise candidate sourcing, and quality of service.

We would also like to congratulate the marketing team on reaching 20,000 LinkedIn followers on our company page (and it's still growing!). Don't follow us yet? Like and follow our page here for daily news, hot jobs, market research, and workplace humor delivered to your LinkedIn feed.

We look forward to growing even more in the coming years and delivering better and better service to our clients. Without them, we couldn't do what we love every day!

To contact us regarding recruiting or staffing services, click here. You can also send an email to [email protected].

Believe it or Not: Recruiting Edition

November 15, 2018 by Amber Lamb

People can be full of surprises. And there is nothing quite like the stress and excitement of a new job. With a combined 99 years in recruiting – here are some of the worst (possibly best?) recruiting stories Blue Signal has seen.

(Disclaimer: Names and details have been altered to protect privacy.)

A Retention Tactic

My candidate went for an in-person interview – and it went really well. Got up, shook hands with the interviewers. They left ahead of him so he could gather his things, and unwittingly locked him in the conference room.

Embarrassed, the candidate had to call me on his cell from inside the room so that I could contact the hiring manager, the receptionist, or literally anyone to let him out.

He got the job. I guess they liked him so much they didn’t want him to leave!

A Classic Case of Telephone

I had just received news from a hiring manager that they wanted to meet with my candidate, Bob. I called him up immediately to congratulate him and caught his voicemail instead.

An hour later, my other candidate Robert gave me a call. I thought it was Bob, as they both have the same area code.

I proceeded to tell “Bob” that he had an interview. Robert was very excited for the opportunity – one he hadn’t even applied for.

The whole thing was a little embarrassing, but after calling then to clarify, they understood and we all had a good laugh.

Celebrated Too Soon

When I first started, I had one candidate who seemed like a Rockstar – good phone presence, good technology sales experience, etc. The client skipped the phone screening based on their resume and our glowing feedback and got an immediate in-person interview.

Shortly after the interview, the hiring manager called to let us know that the candidate seemed to be on drugs/alcohol for the interview. He explained they were completely out of it. Obviously, the candidate was cut and both me and the PM on the role were stunned based on how well they were on the phone during our initial screenings.

Guess we should start booking interviews before happy hours.

You Again

I once set up a candidate for an interview in Chicago. To get there on time, he was making some super risky moves – “Chicago” moves – to get in and out of traffic.

After one particularly close lane change, he cut off some guy and really ticked him off. The guy started to follow him, roaring up behind him red-faced and yelling. The guy passed him pulling into the parking lot, and the candidate gave him the bird.

There was one parking spot left, so the candidate’s final move was to cut the guy off once more and steal the spot. It paid off though, because he walked in to the building on time.

He thought he was in the clear and waited in the office for the hiring manager. Turns out the hiring manager was the same guy he had cut off in traffic. He did not get the job.

The Perfect Fit

Back at my old firm, I once received a call from a candidate about a job inquiry. He had all the relevant experience and perfect qualifications, but after talking to him for a while I slowly realized the situation. He applied for a job we posted – without knowing the job he applied for was the job he currently had.

The hiring managers were doing a highly confidential replacement to line up a candidate before letting the guy go.

A Request for an Advance

During my previous recruiter job, I once had a candidate as average as ever go in for one interview with a hiring manager that went as normal as expected. This was the first time they had met. As is standard, the client and candidate exchanged contact information in case there would be next steps, however I was contacted by the client and informed they would take a pass. No real reason other than he wasn’t qualified to the level they were looking for.

Before I got the chance to contact the candidate and tell him the news, I got another call from the client.

The candidate, after the interview, was involved in a car chase with police. He had called the hiring manager asking for help – during the pursuit. Needless to say, his request for bail was swiftly denied. Yikes!

An Important Detail

My first solo Wall Street run was the worst day of my recruiting career. Back in my financial recruiting days, I was sent to visit a notoriously difficult hiring manager at a banking client who had shot down my managing partner and my recruiting manager. Now I, the little junior recruiter, was ordered to see if I could show up uninvited and convince her to have a meeting. Because I was so junior, my recruiting manager told me to name-drop another managing partner in a different office, “Vicky.” I’d never met Vicky, but they filled me in on some details and sent me on my way.

I took the train into Manhattan, I was wearing my very best suit and was frightened out of my mind. I didn’t feel prepared to do this alone, and I didn’t want to name-drop someone I didn’t know well. I arrived on Wall Street, got upstairs, and sat outside the client’s office. She sent out her assistant to tell me she was busy and didn’t want to see me. It already wasn’t going well.

I did what I had been instructed to do: mentioned that I worked with Vicky and went into some detail about how she and I worked together and how great she was.

The assistant stared very hard at me. “Vicky is a man,” she said.

I sat frozen for a moment, as the realization washed over me. Then I stood, quietly gathered my things, and left.

The Blushing Bride

One of our contractors had recently started a very lucrative software engineering contract and was performing well on the job. He was thrilled and so were we.

Suddenly, he missed two days of work in a row. No call, no show. The client called us, furious. We scrambled to try to track him down. Another day went by, and we still couldn’t reach him.

Turns out, he had flown to the Philippines to pick up a mail-order bride without telling anyone. No one would have known, except they had both been detained at the border with visa issues. He and his bride were stuck in Manila until their visa paperwork cleared.

He did eventually make it home and finished the contract with no further issues, but he never would tell us if he was able to bring his wife with him.

Blue Signal Welcomes Amber Lamb

September 14, 2018 by Lacey Walters

Blue Signal welcomes our newest team member, Amber Lamb. Amber is joining the Research & Support team as a Marketing Coordinator. She has experience in managing teams and developing unified content and advertising strategies. As part of the Blue Signal team, she develops custom marketing materials for clients and contributes to the team’s social media advertising strategy. She also collaborates on interview preparation, client brochures, job descriptions, and more.

Amber holds a degree in strategic communications and advertising from Northern Arizona University. Read more about her experience and background on her LinkedIn here.

We look forward to working together with our new team members to deliver the best available talent to our clients. Meet the rest of the Blue Signal team here.

Blue Signal Welcomes New Team Members

July 20, 2018 by Lacey Walters

Blue Signal welcomes the four newest members of our recruiting team: Ryan, Jeff, Scott, and Jonathan. We look forward to working with them to provide our client base with the best talent on the market!

Ryan Walsh

Ryan comes from a Fortune 50 company with over 10 years of experience in the Auditing/Accounting arena. In his previous role, he was responsible for recruiting, interviewing, and training new personnel in his department while also serving to provide consulting and value-added expertise to the business unit leaders within the organization.

Ryan had 2 years of Public Accounting experience while attaining his CPA designation. He holds a bachelor’s degree in Accounting & Business Management and a MBA from Eastern Illinois University.

Read more about Ryan’s experience on his LinkedIn profile here.

Jeff Detwiler

Jeff Detwiler comes from 15 years of recruiting success. He founded and managed Pivotal Headhunters for 6 years, where he specialized in software sales, information technology, and executive search placements for top clients in a number of industries nationwide.

Jeff enjoys working with enterprise software companies with emerging technologies and is highly adept at identifying outstanding passive candidates. Jeff is joining Blue Signal as an Executive Recruiter.

Read more about Jeff’s experience on his LinkedIn profile here.

Scott Pittman

Scott has extensive experience in sales. As part of LifeTime Fitness’s Internet Sales team, he managed the entire Western region, which brought in up to half of the company’s total sales revenue. He has previously worked in business development with Epicor. He focusing on CRMs and ERPs and contacting key decision-makers within top companies.

Before his career in sales, Scott worked in private accounting and inventory auditing. Scott is a Minnesota native and holds a degree in Accounting with a focus in Audit & Business Law. Scott is looking forward to making a big impact with Blue Signal as an Executive Recruiter.

Read more about Scott’s experience on his LinkedIn profile here.

Jonathan Lee

A recent graduate of Arizona State University with a degree in Marketing, Jonathan Lee loves to interact with people, and loves to strive for a better future for himself and those he works for and with. Jonathan is new to recruiting and is hungry to work hard and to prove himself.

Jonathan’s past work experience includes the Special Project Operation Team at Uber Corporate, where he made over 100 outreach calls per day and handled special projects for key shareholder groups. Jonathan is looking forward to a new stage of his life, and will be joining Blue Signal as an Executive Recruiter.

Read more about Jonathan’s experience on his LinkedIn profile here.

Meet the rest of the Blue Signal team here.