Great documents open doors. We help you walk through them.

Reverse recruiting is a job search service in which a career partner works on the candidate's side: identifying suitable roles, preparing tailored applications and approaching employers on the candidate's behalf, instead of waiting to be found. Career Access draws on John Gbolahan's decade of reverse recruiting experience through search and apply support, introductions and visibility guidance. [Confirm whether TalentScript submits applications on the client's behalf.]

Yes, from mid-level professionals through to executives and board candidates, though what it looks like in practice changes by level. For mid-level and senior professionals, the focus tends to be search and apply support and preparing you for the right conversations. For executives, it often leans more heavily on introductions to industry leaders and visibility at the events where your name should already be known. We tailor the mix to your level and goals during discovery, rather than applying the same approach to everyone.

No, and we are deliberately honest about that rather than making a promise we cannot keep. Nobody can guarantee another company's hiring decision, and any agency that claims otherwise is not being straight with you. What we do is improve the things genuinely within our control: how you are positioned, how prepared you are for the roles you want, and how visible you are to the people who make hiring decisions. That combination measurably raises your odds; it does not remove the uncertainty of a real job search.

Yes, it is available as a standalone service. That said, it tends to be most effective once your documents, resume, LinkedIn profile and the rest, are already telling a clear, consistent story, since Career Access is largely about getting the right people to look at that story. If your documents still need work, we will say so honestly during discovery rather than sell you visibility support for a case that is not yet ready to be seen.

Discreetly, by default. We do not post publicly on your behalf, and any introductions or visibility activity are coordinated with you in advance, not sprung on you. If you need to keep your search confidential from a current employer, tell us during discovery and we will shape the approach, including how and when your LinkedIn presence changes, around that constraint.

[Weekly or monthly cadence, number of roles or introductions in a given period, and the length of the engagement.] In general terms, it combines identifying and applying to well-matched roles, introductions to people in your industry, and pointing you to the events and conversations where visibility compounds over time.

Yes, though we will be honest that a genuine industry change usually takes longer and benefits from a slightly different approach than a move within your existing field. We focus introductions and search support on people and roles where your transferable experience is easiest to see, and your SWOT Analysis and documents are positioned to make the pivot look deliberate rather than uncertain. It is one of the situations where visibility and the right conversation matter even more than the application itself.