Meet Our Award-Winning Team
Andrew Gagen
Founder & Lead Recruiter |
Sophia (Jing) Zhang
Original Research, Development of Sourcing Strategy, Candidate Outreach |
Adrianne Monreal
Data Management, Technology Optimization, Advanced Boolean Searches |
Joanna Han
Project Coordinator, Job Marketing Collateral, Team Time Management |
Regina Casem
Database Management, LinkedIn Coordinator, Candidate Sourcing |
We’re old school recruiters who are continuous learners. We are competitive, self-motivated and ever curious students of the recruiting industry. We strive to stay abreast of the latest trends, best practices and technology advancements. We play to win.
We're proud to be a member of the Inner Circle, an elite group of top performing recruiters. Inner Circle is a global, UK based invite-only, collaborative group run by Mark Whitby, one of the world's leading coaches for the recruitment industry. Since 2001, he has trained over 10,000 recruiters in 34 countries. We have weekly calls with some of the top performing recruiters in the world. We learn from them and they learn from us. What are these million-dollar billers doing to succeed – what tools and techniques are delivering results? What works in the UK, Germany, Dubai, Singapore and Hong Kong might work for us in the United States.
Over the last 26 years we’ve learned a great deal about people, what motivates them and how to engage with them. We’ve also learned how to automate and outsource recruiting activities so we can be as efficient and organized as possible.
We're proud to be a member of the Inner Circle, an elite group of top performing recruiters. Inner Circle is a global, UK based invite-only, collaborative group run by Mark Whitby, one of the world's leading coaches for the recruitment industry. Since 2001, he has trained over 10,000 recruiters in 34 countries. We have weekly calls with some of the top performing recruiters in the world. We learn from them and they learn from us. What are these million-dollar billers doing to succeed – what tools and techniques are delivering results? What works in the UK, Germany, Dubai, Singapore and Hong Kong might work for us in the United States.
Over the last 26 years we’ve learned a great deal about people, what motivates them and how to engage with them. We’ve also learned how to automate and outsource recruiting activities so we can be as efficient and organized as possible.
Our History
MVP is owned by Andrew Gagen. In the 26-year period from 1995-2021, the teams Andrew has hired, trained and managed have generated over $68 million in recruiting revenue (permanent placement & temporary staffing) which places him among an elite group of top recruiters nationally.
Our team has placed over 1,450 candidates into new jobs. Our primary strength has always been sourcing hard-to-find talent. We are very good at finding people and quickly building rapport with them.
We began our journey servicing Fortune 500 companies and providing temporary staffing services in very complex and competitive staffing programs. We have worked across a variety of disciplines including accounting & finance, creative & design, information technology, legal, managerial & professional to name a few. We have been national top performers in competitive staffing programs at companies such as AT&T, Northern Trust Bank and Discover Financial Services.
Since 2010, we have maintained an exclusive focus on recruiting senior public relations and corporate communications executives.
MVP is owned by Andrew Gagen. In the 26-year period from 1995-2021, the teams Andrew has hired, trained and managed have generated over $68 million in recruiting revenue (permanent placement & temporary staffing) which places him among an elite group of top recruiters nationally.
Our team has placed over 1,450 candidates into new jobs. Our primary strength has always been sourcing hard-to-find talent. We are very good at finding people and quickly building rapport with them.
We began our journey servicing Fortune 500 companies and providing temporary staffing services in very complex and competitive staffing programs. We have worked across a variety of disciplines including accounting & finance, creative & design, information technology, legal, managerial & professional to name a few. We have been national top performers in competitive staffing programs at companies such as AT&T, Northern Trust Bank and Discover Financial Services.
Since 2010, we have maintained an exclusive focus on recruiting senior public relations and corporate communications executives.
We're Different
We have curated industry relationships and a nationwide network that provide us with fabulous referrals. Unlike most recruiters, we do not rely on LinkedIn as a primary source of candidates.
We know how to find the hidden talent and passive candidates that aren’t looking for a new job. Then we convince them that they should hear your story. That’s how you hire the best and the brightest. The best candidates always say "I'm not interested." When we approach a candidate, “No thanks,” is the answer we get in the vast majority of cases. One of our greatest skills is turning a superior individual’s “not interested” into a “willing to listen.”
A significant portion of the talent you seek is invisible to you. They are not on LinkedIn, Facebook or the job boards. They do not respond to online job postings. They are gainfully employed — making it happen for one of your competitors. The best way to find them is through a recruiter who knows the market and has a wealth and depth of industry connections. We are in the marketplace daily, networking, building relationships and asking for referrals.
We have curated industry relationships and a nationwide network that provide us with fabulous referrals. Unlike most recruiters, we do not rely on LinkedIn as a primary source of candidates.
We know how to find the hidden talent and passive candidates that aren’t looking for a new job. Then we convince them that they should hear your story. That’s how you hire the best and the brightest. The best candidates always say "I'm not interested." When we approach a candidate, “No thanks,” is the answer we get in the vast majority of cases. One of our greatest skills is turning a superior individual’s “not interested” into a “willing to listen.”
A significant portion of the talent you seek is invisible to you. They are not on LinkedIn, Facebook or the job boards. They do not respond to online job postings. They are gainfully employed — making it happen for one of your competitors. The best way to find them is through a recruiter who knows the market and has a wealth and depth of industry connections. We are in the marketplace daily, networking, building relationships and asking for referrals.
Recruiting is a PHONE business
Recruiting is about picking up the phone!
Most recruiters will post your job on LinkedIn, and while they're waiting for people to apply, they'll do some searches on LinkedIn and send some LinkedIn messages to people they don't know. That's the extent of process and effort. You could do that yourself.
We spend all of our time building relationships with people who have experience, passion and proven results. Remember, not everyone is looking for a job, but everyone is available to change jobs. Many position openings, said to be “challenging” or “difficult,” are neither. It’s just that the qualified talent has not been identified, called, and compelled to consider the opportunity.
Most recruiters settle for mediocre candidates because they have forgotten the free resource that can produce the on-target talent they seek: the TELEPHONE
Recruiting is about picking up the phone!
Most recruiters will post your job on LinkedIn, and while they're waiting for people to apply, they'll do some searches on LinkedIn and send some LinkedIn messages to people they don't know. That's the extent of process and effort. You could do that yourself.
We spend all of our time building relationships with people who have experience, passion and proven results. Remember, not everyone is looking for a job, but everyone is available to change jobs. Many position openings, said to be “challenging” or “difficult,” are neither. It’s just that the qualified talent has not been identified, called, and compelled to consider the opportunity.
Most recruiters settle for mediocre candidates because they have forgotten the free resource that can produce the on-target talent they seek: the TELEPHONE