FEATURED IN

Jane Ashen Turkewitz

President and Chief Talent Officer

Jane Ashen Turkewitz has been a career services professional entrenched in the digital and tech space since 1999. In January of 2013, after nearly 15 years in the field, she launched .comRecruiting, LLC, and rebranded to Hi-Touch Executive Search in 2018. At Hi-Touch Executive Search, Jane specializes in placing VP through C-level talent with digital media and emerging technology companies.

Sales & Marketing

PR & General Management

Operations & Business Development

Content, Video & Creative

E-Commerce & Product

JOB SEEKERS

Hi-Touch Executive Search partners with candidates with a sense of empathy and understanding and a deep interest in helping to further careers in the digital and emerging tech space.

CONSULTATIVE

We will advise you on your resume and social media profiles, helping you to position your personal brand most effectively so that you stand out in this competitive job market. Because we take the time to ask our partners smart questions about their businesses, we’ll arm you with the best possible information so you can successfully navigate through the interview process.
Consultative
Responsive

RESPONSIVE

We will ALWAYS get back to you and provide you with client feedback — good or bad. We know how frustrating it can be when recruiters neglect to give you information.

RESPONSIVE

We will ALWAYS get back to you and provide you with client feedback — good or bad. We know how frustrating it can be when recruiters neglect to give you information.
 
Responsive

HUMAN

We will never lose sight of the fact that you are a person, and not a product, and we will always look out for your best interests — informing you of jobs that meet your career aspirations.
Human

YOUR GO-TO FOR EXECUTIVE RECRUITING

BUSINESS PARTNERS

Hi-Touch Executive Search operates as a true partner – ”listening to” cultural and tactical needs & delivering on those specifications. Our niche is helping digital media & high-growth emerging tech companies expand their businesses by securing VP through C-level talent in Sales, Marketing, PR, General Management, Operations, Bus Dev, Content, Video, Creative, E-Com & Product.
Hi-Touch Executive Search operates as a partner, not a vendor. Every engagement involves a healthy conversation about your tactical and cultural needs. And, throughout the process, we update you on the status as well as market intelligence regarding your brand. We only send you select, qualified candidates that fit your needs after a thorough vetting. At the end, we guide both you & the candidate through salary negotiations and the closing process, ensuring both sides are satisfied with the final outcome.

Unless you've been an ass, there's no reason to apologize to me or any other recruiter for pulling out of an interview process or saying "no" to a job offer. It's NOT ABOUT ME OR THE RECRUITER you're working with. If the recruiter gets angry with you, the Recruiter is the ass.

Hiring Managers/Recruiters: Here are the reasons why you should ignore your OWN PERSONAL BIASES & think twice before saying "she's too senior for this job." And here's why....(This comes from yesterday's post and the amazing people who responded.)

-The…

Jane Ashen Turkewitz on LinkedIn: "Hiring Managers/Recruiters: Here are the reasons why you should ignore your OWN PERSONAL BIASES & think twice before saying "she's too senior for this job." And here's why....(This comes from yesterday's post and the amazing people who responded.) -They have already managed big teams, the P&L and prefer not to. They want to own their own projects with pride and confidence. -They have had the big job and also had no life. They want to have balance. -Let's face it, there are fewer and fewer jobs out there at the senior level. It's the nature of the hiring pyramid. These people have a lot to contribute, WANT to and they don't care how. -Ego shmego....They are so over that. You have the opportunity to hire people with amazing experiences who will STAY PUT if treated with respect. -They want to help others learn what they have learned and they don't care how they do so. So many of you are afraid that the "too senior candidates" will jump ship when a more appropriately-leveled position comes their way. But, let's be honest. That can happen with any hire. Younger people job hop because they are coveted. Experienced candidates have seen what's behind door #2. They don't need to check it out. They will stay put and be the gift that keeps on giving."

December 13, 2018: Jane Ashen Turkewitz posted on LinkedIn

lnkd.in

Usually when someone says you are "too senior," they mean "too advanced in skill and pay." In other words, the job is not properly leveled for your abilities. Some of you find this to be frustrating...

Jane Ashen Turkewitz on LinkedIn: "Usually when someone says you are "too senior," they mean "too advanced in skill and pay." In other words, the job is not properly leveled for your abilities. Some of you find this to be frustrating. "Who are you to determine what's going to satisfy me? If I am more than qualified for the position, then you should hire me because I CAN do the job and I'll be freeing YOU up." All this may be true, BUT, chances are, a person accepts a job that's too junior for them because they NEED a job, not because that's where they want to be. They have bills to pay and nothing else is in the hopper. So that person, accepts the job, keeps an eye on what else is out there, and is out the door 4 months later when an appropriately leveled position presents itself. The Employer knows that this is a distinct possibility and wants to avoid the possibility. Can you really blame them? Secondly - like it or not, managers don't want to hire employees who are more experienced then they are. It can set up a weird reporting dynamic that many people are uncomfortable with. Third, strong managers know that people are motivated when in growth mode and that hiring at the proper level will keep his/her employees inspired to stay put because they are learning."

December 12, 2018: Jane Ashen Turkewitz posted on LinkedIn

www.linkedin.com

We don't have to be robots. However, your word selection & intonation matter.
Choice #1: That's a beautiful sweater
Choice #2: You look hot (or pretty) in that sweater
Choice #3: Dammmmmnnnn girl
Only 1 of these is appropriate & your opinion on someone's looks is irrelevant

Client: I want a rock star CMO! Jane: That's right in my wheelhouse. What's your budget? Client: $150K - $175K, all in. ...You hear that noise? That's the sound of Jane smashing her head on the desk. IF U WANT A ROCK STAR, YOU CAN'T PAY LIKE YOU'RE LOOKING FOR A LOUNGE SINGER.

What do you tell the candidate who is still in the running but is not in 1st place? The truth. Chances are the candidate is also weighing more than one job as well. So what? Still being in the running is a GOOD thing. And it ain't over 'till the fat lady sings.

If you are serious about filling a job, don't discount the other candidates you like just because you have a #1 choice. What if that #1 doesn't work out? Doesn't it make sense to have strong back-ups in the queue, vs. going back to the drawing board?#InterviewTips

Load More...