The thesis
Hire ahead of the buildout, not behind it.
A note for executives
Month-end data is a rear-view mirror.
Most leadership teams still steer on numbers that arrive late: month-end labour reports, quarterly surveys and costly datasets refreshed on someone else’s schedule. By the time a shift shows up there, the round has closed, the executive has moved and your competitor has already hired.
Lagging indicators
- Monthly jobs reports, published weeks after the month closes
- Job postings: the receipt, filed after the decision was made
- Expensive datasets refreshed monthly or quarterly
Live signals
- Funding rounds, acquisitions and contracts, tracked as they’re filed
- Executive moves and open seats, the week they happen
- Read for what they mean for your talent and growth plan, not just logged
Think of me as a live business news desk for your company.
Intelligence on the moves that shape your market, tracked as they’re announced and filed, and turned into what to do next.
Disclaimer: signals are drawn from public filings and announcements and tracked as they’re published. They show direction, not certainty, and are meant to inform your decisions, not replace them. Nothing here is investment advice.
Why it matters now
The talent war is real, and lean teams can't afford to hire reactively
AI and energy are now competing for the same finite workforce: power and electrical engineers, data-centre builders, commissioning leads, skilled trades. The competition is fierce.
Primacy matters, and time kills all deals.
You can't afford for your projects to fall behind, and that starts with how quickly you can recruit your talent and get to it first, before the rest of the market finds out.
Systems-level thinking will be rewarded in the future of AI.
The winners won't be the companies with the most tools. They'll be the ones who connect capital, projects and people into one operating system.
Lean organizations win this by removing waste from hiring
Signal before the req
Forecast talent demand from market signals, not backfills, and build pipeline 6–18 months ahead.
Explicit tradeoffs
Make the choices between speed, quality and cost visible, so leaders decide on purpose.
Three qualified candidates per role, not ten
Precise talent mapping means less screening waste and faster decisions.
Know your competition
Competitor talent intelligence shows who else is hiring your people, and how fast you need to move.
Why me
A talent leader who thinks like an operator, sells like a growth exec, and builds with AI.
Systems-based thinking. 12+ years in technical recruitment, founder-operator and former Chief Growth Officer. I apply Lean principles across departments, removing waste from hiring and making the tradeoffs between speed, quality and cost explicit.
Employees scaled at LiveSwitch on a TA operating system built from zero
Faster time-to-fill at LiveSwitch by coaching hiring managers and removing bottlenecks
Of LiveSwitch hires retained past six months
Offer acceptance and 3:1 submittal-to-hire across 30+ SAP consulting hires at Illumiti
Demo volume in 60 days as Chief Growth Officer, with a 32% demo-to-close rate
Talent market briefs and competitor talent maps shared with energy, AI and fintech executives in 2026
Built from zero, at speed
- At LiveSwitch I built the TA operating system from zero: SOPs, KPIs, recruitment dashboards and onboarding, scaling the company from 45 to 80+ employees.
- I founded Savant and grew it from a technology recruitment agency into a fractional Talent, GTM, Operations and Agentic AI practice, embedding as an outcome-owning senior operator across 10 client businesses.
- I move at the speed of the business: three engineering roles (full-stack, front-end and back-end) filled for one client in a single weekend.
- As Chief Growth Officer of a B2B signal and market intelligence platform, I turned funding events, SEC 8-K filings and executive transitions into decision-ready signals.
Recognition
- Top Recruiter 2020
- Top Female Founder 2023–24
- Top Staffing Leader to Watch 2024
- Featured in The Globe and Mail and CTV
Systems thinking · Player-coach
The future of AI rewards systems-based thinkers.
As AI takes on more of the execution, the advantage moves to people who can see the whole machine: how hiring, operations, finance and growth connect, where the waste is, and which trade-off to make. Gartner's 2026 AI research describes the shift from building AI to accounting for what it does and what it costs. That's a systems problem, and executives will reward the operators who can design the system, not just run one part of it.
I map how talent, operations and growth affect each other, apply Lean principles to remove waste from hiring, and make the trade-offs between speed, quality and cost explicit before anyone commits budget.
I use capital, executive and hiring signals to map the people you'll need 6 to 18 months before the req opens, so you know what you're up against and build pipeline ahead of the market.
I lead from the field: sourcing, mapping and building the AI workflows myself, while coaching founders, executives and hiring managers to make faster, better talent decisions.
All in on agentic AI
I don’t just talk about agentic AI. I run on it.
My own operating system is agentic: AI workflows that track capital, executive and hiring signals, draft talent market briefs and map competitor talent, with my judgement on every call. I bring the same systems thinking to your talent, operations and growth engine: lean, measurable and built to scale.
Talent strategy
- Hiring manager enablement
- Talent mapping
- Data-driven talent and stakeholder strategy
- Talent demand forecasting
- Workforce planning support
- Employer branding
Intelligence and data
- Competitive talent intelligence
- Signal and market intelligence
- Data analysis and synthesis
- Storytelling with data
Operations and growth
- Systems-based thinking
- Operational efficiency (lean)
- Talent operations
- Talent programs and onboarding design
- Go-to-market and revenue growth
- Executive coaching
Agentic AI and technical
- Agentic AI strategy and deployment
- AI-enabled recruiting workflows
- Technical recruitment
- Software development lifecycle
- AI tools: Claude, ChatGPT, Google Gemini
Testimonials
Trusted by founders and operators
In a world where data integrity is paramount, Jessica is the only person I trust to keep it real.
I have worked with her the past 8 years within the various organizations I have worked at and is my Go To when I need vendor support.
Her attention to detail, accountability, sense of urgency and high energy levels make her a pleasure to work with.
We soon built an engineering team of 5 rock stars only because Jessica can find talent screened and already a good fit almost out of thin air.
Thanks to her incredible speed and responsiveness, we had one employee hired within just 30 days of starting with her, and another in only 20 days.
Her recommendations aren't based on intuition, they're backed by real-time data and strategic insights that drive results.
Who we work with
Clients
Questions
Frequently asked
What is talent signal intelligence?
Tracking the events that create hiring demand before job postings appear: funding rounds, contracts, acquisitions and executive moves. It tells you which roles will get competitive, and who you will be competing with, months before the req opens.
How is this different from labour market data?
Labour market reports and job postings are lagging indicators; they describe hiring that has already happened. Signals come first, so you can set your talent strategy while competitors are still writing the job description.
What is a Critical Role Talent Map?
A fixed-price, five-business-day strategy map for one hard-to-fill role: which companies and markets hold that talent, who else is competing for it, how fast you need to move, and the tradeoffs between speed, quality and cost. It is a strategy deliverable, not a candidate list.
Who do you work with?
Energy, oil and gas, power and data centre companies, plus the AI and infrastructure companies competing with them for the same talent, globally, including Canada and the US.
How do I get started?
Book a call. We will pick one critical role and I will show you the signals already moving around it.
savant.
Talent strategy and signal intelligence for energy and AI. jessica@savantrecruitment.io