There's a seat on your team that keeps you up at night.
You already know what the right person looks like. You can almost picture them walking in. Problem is, you haven't met them yet, and honestly? They're not out there looking for you either.
Finding people is easy.
Getting them to answer is the magic.
Picture it. The role's been posted for six weeks. Your inbox is full of resumes and not one of them feels right. Somebody sent you twelve more on Friday, and you can tell they didn't read past the job title.
Meanwhile the person you actually need is out there right now, crushing it somewhere else, ignoring every LinkedIn message that hits her inbox. She's not looking. The good ones never are.
And so that's the real problem. It was never about finding her. Anybody can find her. The hard part is getting her to pick up the phone, hear you out, and seriously think about changing her life. That's a whole different game.
That's where I come in.
I'm Spin. Chicago kid, Nashville home, headhunter by trade and kind of by nature. I'm the guy people actually call back, and it's not luck. It's because I've taken their calls when they weren't looking, told them the truth when it wasn't what they wanted to hear, and never once wasted their time.
I run every search myself. I make the calls myself. The hard conversations too. Nothing gets handed off to a junior researcher in the back room. When your search is with me, it's with me.
"Anybody can find them. I get them to answer. That's where the magic happens."
A database remembers names. A relationship picks up the phone.
Every search firm on the planet will tell you they're all about relationships. What most of them mean is a spreadsheet. One is something you piled up. The other is something you earned.
And look, the real bottleneck in hiring isn't finding people. It's judgment. Knowing which sales leader builds a team instead of just carrying a number. Which operator can walk into a mess and make it make sense. Which product person actually ships, which customer success leader keeps the revenue from leaking out the back door, and which Chief of Staff makes a founder better at being a founder.
I mean, you can't keyword search your way to that. You get it by knowing people across a lot of companies and a lot of markets, and by genuinely caring where they land.
On the other end of every search is somebody's whole life.
Here's the part that never shows up in a job description. When I call a candidate, I'm asking her to think about leaving a team she built. A boss she trusts. Maybe a city she loves, her kid's school, her whole routine. That's a big ask, and I treat it like one.
So sometimes I tell a client the role isn't ready to fill yet. Sometimes I tell a candidate this isn't her move. Those aren't always fun calls to make. They're the right ones.
At the end of the day, how people feel on the way in and on the way out matters just as much as the hire itself. That's the whole reason I started this thing.
A generalist, on purpose.
If a role touches how a company grows, sells, ships, runs, or keeps its customers, I'm in. Operations, sales, marketing, business development, product, customer success, go-to-market and revenue leadership, Chief of Staff. Founder's first hire all the way up to the C-suite, and the way I run it doesn't change.
Where I stay out is accounting and finance, software engineering, and general admin. Not because those don't matter. Other folks just do them better, and I'd rather be great in my lane than average everywhere. If that's what you need, I'll tell you straight and point you to somebody good.
Quick note on the name. The .ventures is about the world I recruit in, not what I do. I'm not a VC. I don't write checks or take equity. I find the people who build the companies.
Now picture the Monday she starts.
The seat that kept you up at night finally has somebody in it. She's asking the right questions in her very first meeting, and your team can feel the shift by lunch.
And somewhere across town that night, she's telling her partner it's the best move she ever made.
That's the whole game for me. Both sides of the table walking away feeling good about it.
If the hire matters, let's talk.
Hiring for one of those seats? Let's talk. A leader in one of those lanes quietly wondering what's next? Same deal. No pitch, no pipeline. Just a real conversation about the role, the market, and who's actually out there.