Executive Reverse Recruiter · New YorkExecutive search, run for the candidate.
Tamara Cameron is an executive reverse recruiter. She leads reverse recruiting for Director-to-C-suite leaders at iCareerSolutions: the discipline of a retained search, applied on your behalf rather than an employer's.
Tamara Cameron · Vice President, Professional Services · iCareerSolutions
As featured in
Definition
What is an executive reverse recruiter?
An executive reverse recruiter is a recruiter retained by a senior candidate rather than by an employer. The reverse recruiter defines the target, sources roles, tailors and submits applications, writes directly to hiring executives, and places the candidate with search firms, running the search on the executive's behalf until an appointment is made.
Traditional executive recruiters are paid by companies to fill a role. A reverse recruiter is paid by the executive to find one. The craft is the same; the client, and the interest served, is reversed.
Senior appointments are decided through networks, shortlists, and conversations that begin before a role is ever posted. The executive who waits to apply has already ceded the ground.
Tamara Cameron
The practice
I
Reverse Recruiting
A dedicated reverse recruiter sources roles daily, tailors every submission, and takes your candidacy directly to hiring executives and search firms, with follow-through. Run from New York for leaders across the US and Canada.
Advisory on market positioning, personal brand, and search strategy for leaders planning a move, quietly or otherwise. Also delivered as keynotes and workshops.
Two decades in talent, on both sides of the table.
Tamara began in recruitment and talent development, re-engineering hiring processes and advising hiring managers on target profiles. She now applies that lens in reverse: building executive candidacies to meet exactly what the other side is screening for.
Target roles, industries, and geographies are defined. The résumé and LinkedIn profile are rewritten, and the outreach voice agreed, to win them before a single submission goes out.
II
Pursue
Daily sourcing across the open and hidden markets. Tailored submissions, direct outreach to hiring executives, and placement with retained search firms working your compensation band.
III
Perform
Weekly cadence, interview preparation, and offer strategy. The pipeline is kept moving until the appointment is made.
Every senior appointment comes through one of four doors.
A former executive search recruiter's read of your résumé, the way a screener, a contingency recruiter, a retained consultant and a hiring executive each read it. Three minutes. No score, no flattery. You see which doors are open to you, which are closing, and why.
