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Jay Veniard
Helping Automation & Manufacturing Sales Leaders to fill critical revenue-generating territories & build out of world-class sales organizations w/🏆 Presidents Club🏆 level talent 🏐 Volleyball Dad 🏐
Professional Background
Jay Veniard is a distinguished recruitment expert specializing in connecting automation and manufacturing companies with top-tier sales talent across the United States. With a career spanning various leadership roles and industries, Jay has honed his expertise in crafting innovative recruiting strategies that reach passive candidates—individuals who are not actively seeking new job opportunities but are open to discussions about the right roles. His vision led to the founding of Ventech Search Group, where he serves as a leading recruiter for elite sales teams and executive positions.
For over six years, since the establishment of Ventech Search Group in 2017, Jay has focused on building a pre-screened network of high-quality candidates. His dedication to sourcing the "best-of-the-best" sales talent distinguishes his approach from traditional recruitment practices, emphasizing quality over quantity. By utilizing proven recruitment marketing strategies, Jay consistently connects with candidates at the right moment, ensuring that the companies he partners with always receive the best talent available.
Among the unique services offered by Ventech Search Group are engaged and exclusive recruiting, project-based recruiting, exclusive contingency recruiting, and contract-to-hire staffing solutions. These services cater to companies seeking to build robust sales teams, providing tailored solutions that meet the specific needs of the client. Jay's approach is characterized by efficiency, with an average time of just 35-45 days to fill critical roles and a remarkable track record of only working with passive candidates, delivering a cohesive and compelling narrative about his clients’ businesses.
Education and Achievements
Jay's educational background is as diverse as his career. He graduated Cum Laude from the University of North Florida with a Bachelor of Science in Broadcast Communications, along with a minor in Psychology. This blend of disciplines equips him with unique communication skills, enabling him to connect deeply with candidates and understand their motivations.
Further augmenting his educational foundation, Jay completed an Associate’s Degree at the University of Central Florida, which provided him with a broader perspective of the job market and its dynamics. He began his educational journey at The Bolles School, where he developed a strong academic foundation and critical thinking skills.
Jay's achievements extend beyond his educational credentials. He has participated actively in many organizations, further establishing his reputation in the field. Notably, he has served on the board at Klontech Measurement Solutions, where he contributed to various strategic initiatives. His previous roles include Chief Executive Officer and Co-Founder of Taste It Tours Phoenix, showcasing his diverse skill set that spans both recruitment and business development.
Notable Positions
- Chief Executive Officer at Ventech Search Group
- Co-Founder & VP of Sales at Taste It Tours Phoenix
- Director of Technical Recruiting at MVP Search Group
- Senior Technical Recruiter at SearchAmerica, Inc.
- Head of Recruitment at Shopgate Inc.
- Plastics Recruiter at SearchAmerica, Inc.
Jay’s career also includes comprehensive experience in technical recruiting. His early roles as a Senior Technical Recruiter and later as the Director of Business Development have provided him with a holistic view of both the hiring process and the candidate experience, allowing him to tailor his recruiting strategies effectively.
Achievements
Jay Veniard has established a strong track record of success throughout his career. Key highlights include:
- 35-45 Days to Fill Critical Roles: Jay has streamlined the recruitment process to significantly reduce the time needed to fill positions without compromising on the quality of candidates.
- 100% Filled Searches with Passive Candidates: Over the last two years, every filled search project in 2021 and 2022 involved candidates who were currently employed, highlighting the effectiveness of his recruitment strategies.
- Cohesive Candidate Messaging: By delivering one cohesive story and message about client companies, Jay reduces overlaps and inconsistencies from multiple recruiting sources, resulting in a stronger narrative that attracts top talent.
Jay’s background as a left-handed pitcher in multiple professional baseball organizations earlier in his career adds another layer to his dynamic persona. The discipline and teamwork he learned through sports likely influence his collaborative approach to recruitment.
Connecting with Jay Veniard is straightforward. He actively engages with professionals through various platforms, making it easy for those interested in his services to reach out. He can be contacted via phone at 602-888-8188 or through email at [email protected]. Additionally, interested parties can follow
Highlights
WINNING or COMPETING: I just had a great conversation about this with Sharon Bondurant🔸 The Finders on her podcast All Things Recruiting. Tim Grover says, " Everyone knows how to compete, but very few know how to WIN."
And this got me thinking.....he is 100% right! Over the last 10-15 years WINNING has been seen as a bad thing, so everyone gets participation trophies.
It's created a society that is okay with not winning because they tried and were given a "rose gold" medal. That's not acceptable!
Now I'm not saying every single person has to be an ultra-competitive person who goes out every day and steps on people's throats to WIN.
But I am saying that is that if you want to be a WINNER at the highest level and be a BIG BILLER, you need to reframe your mind and learn how to WIN!
Get a little edge.....a little swagger in your game.
HEADHUNTER VS. RECRUITER: Is there a difference? I expect this to spark a debate. In my opinion, there is a 1000% difference between a headhunter and a recruiter. It's the same difference between a HUNTER and a FARMER.
Headhunters are always out scouting for talent and then matching that talent with the right opportunities. These are the people who, when they get your search they already know 2-5 candidates who would be a fit and can get them to you quickly.
Headhunters are also people who will go into your competitor's companies cold, find out who the best of the best are if they don't already know, and put your opportunity in front of these All-Stars. It's their ability to sell an opportunity cold that separates a headhunter from a recruiter.
Recruiters are good at what they do. In my opinion, most recruiters are like order takers. They get a search or are put on a search, farm leads that come in from the job ads, hope two or three are good, and then interview these people to qualify them for the exact job they are searching for.
Recruiters don't build the depth of relationships that a headhunter does because they are usually KPI-driven and only care about the task at hand, not building relationships for the future.
Recruiters are good at interviewing, maybe even better than some headhunters, but, again, it's a myopic focus on only the task at hand.
Now, don't get me wrong, some recruiters understand the value of building relationships, but 80% don't because of their KPI environment.
So, if you are wondering which one to pick, a recruiter is going to be cheaper and a good choice for your easier-to-fill rank-and-file openings, where candidates can be easily found on the job boards, in job ads, and on LinkedIn.
A headhunter is going to be the clear choice, and a larger investment for critical tasks where you know the candidate pool is slim. You need someone who will hunt and go inside your competitors' companies and dig out the All-Stars.
What did I miss?
