Mariane Amorim Gives Growing Companies a Recruiter Who Stays

At many growing companies, the recruiter’s seat is the one that keeps coming open. In about 10 years of recruiting, Mariane Amorim has watched the same cycle repeat: A recruiter leaves, open roles pile up, managers stop doing their own jobs to screen candidates, and the company starts again from zero. She built a company to end the cycle.

Mariane Amorim is the founder and CEO of My Expert Recruiter, which gives each client a dedicated, full-time Expert Recruiter who works only for that company, like an internal employee. Her team finds, trains, and supports the recruiter, and the client pays a predictable monthly fee. Mariane is a Registered Professional Recruiter and a member of The Entreprenista League.

One phrase shows up in every decision she makes: “Companies shouldn’t have to keep recruiting their recruiters,” Mariane says.

Started in 2022 with executive search

Mariane launched her recruitment business in 2022, while pregnant and facing a maternity leave whose benefits would not cover the bills. It took off faster than she imagined, and at about 9 months pregnant she resigned from her job to run it full time.

At first the firm focused only on executive search, and it was going well. Over time, Mariane noticed her clients struggling with the same things.

“Their recruiters kept leaving, their managers were doing the hiring themselves, or their team couldn’t fill the hardest roles,” she says. “I wanted to give them something more stable and more valuable, a complete solution built around exactly what they were missing.”

The training behind every Expert Recruiter

Mariane has recruited across Canada, the U.S., and Latin America and worked with more than 100 client companies, filling everything from trades and production roles to CEO, COO, and VP searches. Everything she learned doing the work herself became the Expert Recruiter Training Program, which every recruiter completes before starting with a client.

The program covers the full recruiting cycle, from intake and sourcing to screening, offers, and onboarding, plus market mapping, candidate experience, and recruiting metrics. Sourcing gets the most focus. “The strongest candidates often aren’t applying,” she says. “So we train high-caliber recruiters with deep sourcing skills, to find and reach those people directly.”

Putting instinct into words

The hardest part was building the new model from the ground up while the existing work was already successful. Mariane had to turn years of hands-on recruiting into a method other recruiters could learn and repeat, build a client portal and the systems behind the service, and reach business owners with a model many had never heard of.

“When you do the work yourself, a lot of it is instinct. When you have to teach it, you have to define every step,” she says. “Putting that into words raised my own standard.”

The same work taught her about excellence in leading people. She helps each recruiter grow, gives honest feedback, holds clear standards, and supports them every week. “A recruiter who feels supported does better work, and our clients feel that difference,” she says.

Filling every open role in the first month

One client, a growing roofing company, hires year-round for sales representatives, estimators, project managers, superintendents, and production roles. Its internal recruiter did not yet have the experience to fill those roles, so the company relied on outside agencies, and the cost was adding up fast.

The Expert Recruiter placed with the company trained on its software, processes, and roles before day one. The recruiter was submitting candidates in the first week, hiring managers were interviewing by the second, and within the first month the company was filling all of its open roles.

From 1 Expert Recruiter to 2

Mariane knew the model was working when clients started telling her, “This is exactly what I was looking for,” and “It feels too good to be true.” One client said that with recruiting finally figured out, the company could focus on growing, and that growth would call for a second recruiter.

Ricardo Peña, president of ATC Healthcare in Tallahassee, Florida, put his experience in writing: “Working with My Expert Recruiter has made our recruitment process much more streamlined.” ATC has since expanded from 1 Expert Recruiter to 2. “That confidence means as much to me as the words themselves,” Mariane says.

One honest conversation at a time

The biggest opportunities for the business have come from people: a conversation with an owner about their hiring, an introduction from someone who trusted her, a follow-up call that became a partnership. Clients choose a service like hers because they trust the person behind it, and as she puts it, “trust is built one honest conversation at a time.”

Today she treats networking as one of the most important parts of her job, which is part of why communities like The Entreprenista League matter so much to her. “Every real conversation has the potential to move the business forward,” she says.

Next, Mariane wants My Expert Recruiter to become a recognized North American recruitment process outsourcing company, known for the quality of its recruiters. She plans to grow the team and keep strengthening the training program as recruiting technology advances.

Her advice to founders starts with timing. “Don’t wait for the perfect moment, because it doesn’t come,” she says. “Start with what you have, and let the challenge make you stronger.”

You can connect with Mariane on LinkedIn, follow the My Expert Recruiter company page, and see how the Expert Recruiter model works at myexpertrecruiter.com.

Mariane built My Expert Recruiter alongside a community of women founders doing the same. No one should ever have to build a business alone. Consider this your official invitation to join us.