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, emerging technology and other burgeoning markets, including cannabis. She is currently an Advisor to Country Road, a holding company in the cannabis space.

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.
In addition to being a hi-touch recruiting partner, we offer boot camps for companies struggling to train their employees on how to properly interview and assess talent. These 3-hour workshops include everything from how to set up the right process, to how to ask the right questions, to how to avoid biases. You walk away with holistic tool-kit, which guides you in your future hiring efforts and ensures you bring in the right talent for your business.

Grateful that I'm NOT working for my client in-house today because, gotta be honest, I'm not working. I'm in Sond -land.

#FeelGoodFriday: Every action causes a reaction. Yelling and screaming at your team causes fear and anger. TRUE leaders motivate by teaching, rewarding and via positive reinforcement. Be the exemplary leader not the maniacal manager.

#culturebuilding
#managingpeople

If candidates do a project for you, have the courtesy to give them a call and let them know why you are taking a pass. Yes, we are living in an automated jobs process but once someone gets this deep in it, automation should be replaced by humans.

Jane Ashen Turkewitz on LinkedIn: "Candidate is asked to do a project as a final step. Then things get cold. Candidate finds out that the company has decided to hire another person. Candidate is pissed that she did the project. A lot to get in this post so bare with me. We all know projects suck because some companies are unethical, use the candidate's work and don't hire the person. These companies have ruined it for all the ethical companies who truly want to give a few finalists the chance to shine by illustrating how they'd approach a problem. Now that we've got that out of they way...another BIG issue is that candidates are not hearing back after completing projects. It's not necessarily that the candidates think they deserve the job because they completed a project. It's that they DESERVE FEEDBACK on that project. Too many times, candidates put all this work in and then the company just tells them, "hey we've decided to go with someone else" or comms go silent. If candidates do a project for you, have the courtesy to give them a call and let them know why you are taking a pass. Yes, we are living in an automated jobs process but once someone gets this deep in it, automation should be replaced by humans. #hiringpractices #ghosting #recruiting #jobsearch "

October 15, 2019: Jane Ashen Turkewitz posted on LinkedIn

www.linkedin.com

Sometimes Recruiters believe they can sell you on an opportunity that is not properly leveled from a salary POV. This is definitely a possibility if person is unemployed but if that person is passive, it's an ineffective and, frankly, terrible strategy. Let's stop doing this.

Every time you reach out to a recruiter, send your resume OR a link to your profile. They are inundated with candidate outreach and won't necessarily remember you if you've connected in the past. Don't be insulted - it's just hard when someone gets 30 - 500 resumes a day.

Can you imagine going into a room with another person vying for the same job and interviewing together? This might get the top prize for stupidity and insensitivity.

Jane Ashen Turkewitz on LinkedIn: "Can you imagine going into a room with another person vying for the same job and interviewing together? Just when I thought things could not get worse, this might get the top prize for stupidity and insensitivity. I've now had 2 people tell me they have had this experience. Just in case I need to explain why this is a bad idea... First, if one person has much more experience than the other person, the intimidation factor is real for the more junior person who will no doubt experience some serious performance anxiety. And, the more experienced person might feel uncomfortable having such a huge advantage, and watching the other individual slowly sink into his chair with defeat. Or, the two candidates could come out punching - trying to one-up each other, vs. simply establishing a back-and-forth dialog that's rich with depth and substance. And then there's the privacy issue. It can be a small community and the two candidates might know one-another. One or both could be looking confidentially. Typically, I provide alternative solutions or suggested fixes in my posts. For this - anyone who decides that interviewing candidates in such a fashion needs to be course corrected or shown the front door. #hiring #recruiting #interviewing "

September 24, 2019: Jane Ashen Turkewitz posted on LinkedIn

www.linkedin.com

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