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Hi. Larry Lebofsky here. Thanks for clicking. 

You're probably trying to figure out IF and HOW I can help your organization's Talent Acquisition efforts.

You are likely in the Payments or Financial Technology space. I've been a recruiter for nearly 25 years, with 20 of those years focused on payments, FinTech, and retail and banking technology.

I want to be respectful of your time. There are certain situations in which I deliver enormous benefit, and others where there is no doubt a better option.

Payments Expertise: A company that needs to tap into specific payments-oriented talent for critical areas of their organization. My network is deep and wide after two decades of industry concentration, giving me access to a massive referral network and the ability to engage prospective candidates as an industry insider telling a story. This allows me to differentiate from other recruiters, convince passive A-players to take a serious look at opportunities they would otherwise ignore, generate more referrals, and uncover all sorts of hidden talent.

This results in time, quality, and financial benefits:

  • Quicker time-to-fill for crucial positions

  • Better communication between hiring managers, their teams, and the Talent Acquisition function. I build or repair relationships upon a foundation of knowledge, trust, and competence gained through market immersion. 

  • Deeper insight into the environment a candidate is used to so I can ensure the "culture match"

  • Reduced expense due to less reliance on external recruiting agencies- I also have strong working relationships with the top payment search firms for confidential searches.

  • Candidates who would normally not respond to recruiters will usually invest time to create a relationship which   


  • It's an exciting challenge, but I don't believe I'm the ideal candidate to manage 10+ recruiters or owning Talent Acquisition for a massive organization. That said, I LOVE mentoring junior recruiters and sourcers or recruiters who have plateaued and are trying to break through to the next level. I enjoy dissecting the problems of potential hires, designing creative closes, navigating challenging negotiations, solving problems through collaboration.

  • I started in technical recruiting, but I'm NOT up to speed on skill sets for engineers or IT contributors. I can recruit tech management, but I'd be more effective supervising or working alongside a tech recruiter or third party agency. Not unwilling to pitch in, but there are others who can make a quicker impact. 

  • Human Resources management. 


  • A compelling story to tell/sell 

  • A strong HR partnership. I can survive and thrive in uncertain environments, but building a solid working relationship with a competent HR department is critical to preventing wasteful drama.


-The idea of being a go-to resource within a large holding company working on high-value projects/searches for its portcos is extremely interesting to me. I love the variety and being on the inside of something with complexity. I've thought about pitching myself this way to some private equity companies in my space, but have some reservations about doing it for small/medium tech companies.

Managing a small team and/or business unit within a complex organization. I enjoy large companies 

If you were selling me to a client, I might recommend mentioning:

-mature individual who can bring gravitas to an executive level search, but who has never stopped hiring individual contributors as well. I interview Gen Y/Millennials every day and am no prima donna when it comes to getting my hands dirty. 

-I have been particularly effective in building or rebuilding relationships with challenging clients - ones jaded against HR, the types of people no one has said "No" to and now there's a frustrating dynamic - I can change the "No" to "Yes, If....." and usually try to meet clients face-to-face and invest time in getting to know them and building trust.

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