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Harry Joiner
EcommerceRecruiter.com ✫ CMOsearch.com ✫ EcommerceJobs.com
Harry Joiner is a prominent ecommerce recruiter and the founder of Ecommerce Recruiter.com, where he has been actively involved since 2005. Based in the Greater Atlanta Area, he specializes in contingency-based recruiting for managerial to executive-level positions within the ecommerce sector, focusing on both B2B and B2C markets. His expertise encompasses a wide range of roles, including Manager, Director, VP, SVP, and CXO positions.
Background and Experience
- Education: Harry holds a Bachelor of Arts in Speech from the University of Georgia and an International MBA from the University of South Carolina.
- Career: With over 20 years of experience in ecommerce recruiting, he has successfully closed numerous high-profile searches for companies such as A&E Television, adidas, and REI.com. His approach emphasizes identifying candidates who can contribute to a company's profitability and growth through innovative ecommerce strategies.123
Industry Recognition
Harry Joiner is recognized as a leading figure in the ecommerce recruiting space. He has been featured in various reputable publications including Success Magazine, The Wall Street Journal, and BusinessWeek. His insights into job market trends and candidate strategies have made him a sought-after voice in discussions about ecommerce employment dynamics.24
Current Focus
Currently, Joiner is actively engaged in advising both job seekers and companies on navigating the complexities of ecommerce employment. He emphasizes the importance of targeted job applications and thorough preparation for interviews, particularly in understanding how candidates can drive revenue for prospective employers.45
For further details about his work or to connect with him professionally, you can find him on LinkedIn under the username harryjoiner.
Highlights
“JUST DO YOUR THING.” I’ve never been a huge soccer fan, but in the last couple of years the game has grown on me.
At first glance the game seems dead simple, but the more I watch, the more I’m puzzled by the finer points.
Example: At first, I struggled to see the logic behind goalies occasionally “jumping out of the way” of penalty kicks, allowing them to sail into the net completely untouched.
Then a long time fan explained that the goal is so big that a goalie’s best chance to block a shot if to simply GUESS in advance which side of the net the kicker will shoot at and hope for the best.
That’s not to say that being a goalie is about luck. The move is a strategy …
There’s a 50/50 chance the shooter will kick left — and if the goalie dives to the left in advance, their odds of blocking the shot skyrocket to say, 80% of 50%. (40%)
But if, in the moment, the goalie WAITS to dive right or left, there’s only a say, ~30% chance they’ll block the shot.
⚽️ Soccer nerds: Don’t hate on me in the comments. This post is about interview strategy, not soccer probability. ymmv
So —
🟥 What’s this got to do with interviewing?
The WORST thing you can do in an interview is WAIT until the hiring manager starts asking questions to figure out
— what you are GREAT at, and — how you will add value to the firm.
The time to think through those issues is BEFORE you go in!
🟥 PRO TIP: You are waaaay better off committing to a value add and pov BEFORE you arrive than playing it by ear.
If you’re wrong, you’re really wrong — but who cares?
There are no “degrees of wrongness” in a job interview. Your approach either works or it doesn’t. (Like an election.)
Just do your thing.
🟥 Even if you’re right, you still have to beat the other candidates who also guessed right.
And believe it or not, there ARE degrees of rightness to a hiring committee. (Like a runoff election.)
👍 to share!
CHAOS vs COMPLEXITY: I tend not to write posts for the benefit of other recruiters. It’s against my religion.
Today I’ll make an exception, mostly because I think this post will benefit ecommerce careerists — which is why I write pretty much everything.
You’ve heard me say before that “all selling is the transfer of confidence — and the twin engines of confidence are TRUST and CREDIBILITY.”
As a recruiter, what I rarely add is that — like any actor — much of my believability starts with “script” selection …
… Deciding WHAT projects will sound best coming from me.
Example: I am not the guy to sell a healthcare search — in much the same way Morgan Freeman isn’t the guy to star in “Dumb and Dumber IV.”
The key to my success (when I have it) is knowing which searches can be closed on the back of a SINGLE story — and which of those stories can be SIMPLIFIED and then CREDIBLE-IZED given my brand, skills, storytelling style, track record of success, audience, and so forth.
I am really good at knowing which pitches to swing at.
🟥 Here is a laundry list of things that will make a VP/CMO ecommerce search much more difficult to sell/close:
— complex role — complex org structure — complex reporting — complex financial control — complex customer / sale — complex business model — complex industry — complex culture (often the result of any mix of the above).
Now then: Complexity is a function of CERTAINTY (is the thing we see a fact?) and AGREEMENT (is there consensus about what this fact means?)
… which is why my dad used to tell me that “life is a contest of wills.”
🟥 RULE OF THUMB: The more complicated the situation, the harder a search will be to close.
If — as a recruiter — you find yourself struggling to understand exactly how your candidate will drive real value in the role — DECLINE THE SEARCH.
If you can’t understand the job, neither will a busy, passive A-player candidate who’s already highly valued right where they are.
🟥 JOBSEEKERS: The more complex the position, the lower the likelihood that you will be successful in the role — and the higher the likelihood you will struggle to relate any such successes to the next hiring committee wishing to recruit you.
There’s a lot of money to be made simplifying and managing the complex — but, like tobacco, long term exposure to untamable chaos will kill a career.
👍 to share!
