Tonya Tumath

"One recruiting strategy that’s been particularly effective for me is what I call the “partnership placement approach.” It’s centered on collaboration not just with the client, but with candidates as well. Instead of approaching roles with a “plug-and-play” mentality, I invest time upfront to truly understand the why behind the hire: what the company is working toward, what’s missing on the team, and what soft skills will drive real impact.

In one instance, I was working with a fast-growing manufacturing company struggling to retain supervisors on the production floor. They had high turnover and morale issues, and past hires hadn’t stuck. Rather than focus solely on technical qualifications, I worked closely with the leadership team to redefine the role, not just by tasks, but by what kind of leader would shift the energy and build trust on the floor.

I adjusted the recruiting strategy to prioritize emotional intelligence, communication, and conflict resolution. We sourced differently, interviewed differently, and even had final candidates walk the floor and meet the team before being hired. The result? We placed a candidate who wasn’t the most traditional on paper, but he ended up being the cultural glue they needed. He increased retention, reenergized the team, and even helped shape how they recruited future frontline leaders.

That experience reinforced for me that great recruiting is part art, part science. When we slow down to really understand the people and the business, we make placements that stick, not just fill."

"Every hire is more than just filling a position; it's an opportunity to bring in someone who will contribute to the heartbeat of an organization. Culture isn't created in a vacuum; it's built by the people who show up every day, the way they collaborate, and how they bring the company's mission and values to life.

When recruiting is done intentionally, it becomes a powerful tool for cultural alignment. It’s about more than matching resumes to job descriptions; it's about understanding the personality of the team, the energy of the environment, and the long-term vision of the company. Great recruiters act as cultural stewards, ensuring that new team members not only have the right skills but also the mindset and values to thrive and contribute meaningfully.

Over the years, I’ve learned that the most successful teams are built when recruiting goes beyond checking boxes and leans into emotional intelligence, storytelling, and relationship-building. The right hire can strengthen your culture, inspire others, and even become a catalyst for positive change within an organization. That’s the real magic of recruiting and why I’m so passionate about it."

"What motivated me to join Revel Search as a Scout is truly rooted in their compelling story and approach to talent placement. They focus on creating meaningful, people-centered connections that align with culture, leadership, and purpose. That level of intentionality really resonates with me because I believe recruiting is much more than a transaction; it’s about building relationships that drive lasting impact.

I’m inspired by how Revel Search focuses on the vision, values, and goals of each organization to build teams that thrive long-term. That kind of culture, where integrity and thoughtful alignment are front and center, is exactly the kind of environment I want to be part of.

Moreover, the way Revel Search represents its brand aligns perfectly with how I want to represent my own professional network and connections. Being a Scout here means I can confidently introduce people to opportunities and organizations I genuinely believe in—places that invest in their people and foster success."

"Finding top talent is one of the most critical drivers of an organization’s growth and long-term success. The right people bring more than just skills. They bring energy, ideas, accountability, and leadership that shape the way a company performs and evolves. In my experience, great talent doesn’t just fill a role, they elevate it. They drive innovation, inspire their teams, and create a ripple effect that improves performance across departments.

When you hire intentionally and align talent with both the culture and business goals, you create a foundation for growth that’s sustainable. It leads to better retention, stronger team dynamics, and higher overall productivity. I've seen firsthand how one strategic hire especially in leadership or pivotal roles, can unlock new levels of efficiency, morale, and forward momentum.

On the flip side, the wrong hire can stall progress, drain resources, and even damage company culture. That’s why finding top talent isn’t just an HR function, it’s a business strategy."