Why I Built This

A good recruiter shouldn't only be worth something if they place you.

That belief stayed with me from my years in recruiting.

When I worked with candidates, I never thought my value should begin and end with whether I happened to have the job they eventually accepted.

I knew how hiring worked from the other side.

I knew what recruiters noticed. What hiring managers cared about. Which parts of someone's background mattered for a particular role — and which parts were just taking up space.

And I thought candidates should leave a conversation with me knowing more about how to tell their story than they did when they came in.

Even if I never placed them.

The problem is that most of that value disappears.

A recruiter can spend an hour learning what you've done.

They can uncover an accomplishment you forgot about. Ask the question that finally gets a number behind something important. Recognize that a piece of experience you barely mentioned is actually the reason a hiring manager would want to talk to you.

But if that job doesn't work out, most of that understanding goes with them.

Then you find another opening.

You pull up your resume again.

And you start over.

That never made much sense to me.

Your understanding of your own career should compound.

That's the idea behind Got Your Back.

You build one deep record of what you've actually done — not just the compressed version that happened to fit on your last resume.

Then, when you bring in a job, Got Your Back looks at that job against the fuller picture.

It identifies what already supports your candidacy.

It finds the things that need clarification.

It asks instead of assuming.

And when those answers uncover something useful, that knowledge becomes part of the record for the next job.

So the work you put into one serious application doesn't disappear when you hit submit.

You start the next application knowing more about what actually matters.

I wanted recruiter judgment working for the candidate.

Traditional recruiting is built around the employer.

That makes sense. The employer is usually the one paying the recruiter.

But it creates an obvious imbalance: most of the expertise in the hiring process is sitting on the other side of the table.

Got Your Back is my attempt to put some of that judgment on yours.

Not by telling you what you want to hear.

Not by stuffing keywords into a resume.

And not by pretending every job is a match.

Sometimes the useful answer is that you're strong for the role.

Sometimes it's that your resume is hiding the evidence.

Sometimes there are questions worth answering before anyone can know.

And sometimes there's a real gap and you probably shouldn't apply.

That distinction matters.

Because advocacy without judgment isn't advocacy. It's flattery.

I built the recruiter I thought candidates deserved.

One that remembers.

One that asks another question before making an assumption.

One that helps you see which parts of your experience actually matter for the job in front of you.

One whose work is still useful even when this particular application doesn't turn into an offer.

That's the principle behind Got Your Back.

You should get something valuable from every job you take seriously — whether you get that job or not.