Good Works
I send you the people I’d put my own name behind.
Good people, good companies, good works.
How I work
I’ve spent more than twenty years collecting good people. Not contacts, people. I stay close to them because I care how things turn out for them, long after any one job.
That’s the whole business. When a company I trust is hiring, I start with the people I know, people I’d actually vouch for. Then I run a thorough search and vet every candidate before bringing you a short list with an honest read on each person: the strengths and the parts worth thinking through, because you deserve the truth, not a pitch.
1. Getting the role right
We start with a real conversation, not a job description handoff. I want to know what success looks like in the first year, what the team is like, which must-haves are truly must-haves, the pay range, and the timeline. I’ll also ask which companies to target and which to stay away from. If the role as written won’t attract the people you want, I’ll tell you up front.
2. Planning the search
Before I reach out to anyone, I map it out: the titles people in this job actually hold, the companies where they’re likely working now, and who in my network is close to it. My own relationships come first. Then I go after the people who aren’t looking at job posts.
3. Screening honestly
I sort every requirement into must-have, strong preference or nice to have, and hold each candidate to that. Before I send anyone, I’ve talked with them, checked their pay expectations, availability and work authorization, and made sure there are no open red flags.
4. Keeping you in the loop
You get a short list with a written read on each person: strengths, gaps, why they’re open to a move and where I found them. While the search is running, you’ll hear from me every week, even when the news is slow. Candidates hear from me too, including when the answer is no.
A bit about me
I’m Krista Lindley. My motto has always been a simple one: I may not do everything right, but I always try to do the right things.
So I won’t tell you a fit is perfect when it isn’t. I’ll say the honest thing even when it’s not the easy one, because I’m here for the relationship, not the placement.
For companies
We start with a candid conversation about the role, the team, and what success really looks like. Then I bring you a short list of people I’d stake my name on, with an honest read on each. Fewer names, better fits, and close partnership through the decision.
Direct hire search
You tell me the role and what good looks like on your team. I find the people who aren’t answering job posts, screen them honestly, and bring you a short list with a real read on each person. You only pay when you hire someone I sent, and every placement comes with a 90-day guarantee.
A screened shortlist
Sometimes you just need good candidates in front of you, fast. I’ll run the search and hand you a set number of screened, interested people, with a write-up on each covering strengths and gaps. You take it from there.
Fractional recruiting
Not every company needs a full-time recruiter, but plenty need one for a stretch. I can step in part-time and run your hiring. That means working your open roles, tightening job descriptions, checking pay against the market, building interview scorecards, and setting up a process your team can keep using. I’ve built recruiting from the ground up more than once. When I step back, you keep a system that works.
For people looking
I won’t spray your resume around or share it without your permission. I’ll listen to what you want, tell you straight what fits and what doesn’t, and stay close through the process. When I put my name behind you, it means something. And there’s never a cost to you.
Contact
Hiring? Email sales@goodworkstalentllc.com.
Looking for your next role? Email recruiting@goodworkstalentllc.com.
Or use the form below.