# Jessica Glazer

Jessica Glazer is a recruiter and headhunter who shares hiring, job-search, and career advice. Her posts also describe career coaching and executive-search work.

- Profile: https://b2binfluencer.marketing/creators/jessica-glazer/
- LinkedIn: https://www.linkedin.com/in/executiverecruitermontreal
- LinkedIn followers: 89,901
- Topics: recruiting, candidate-experience, workplace-culture
- Based on 20 dated posts, latest 2026-09-28

## Summary

Jessica Glazer is useful for recruiting and career advice content aimed at job seekers and hiring professionals.

- Best for: Recruitment agencies, executive-search firms, or HR-tech companies selling candidate assessment or employer-brand services.
- Not for: AI recruiting-tools vendors or enterprise account-based-marketing campaigns seeking polished product demos and guaranteed global technical reach.
- Check first: Confirm audience analytics, job titles, seniority, industries, location, and comparable post reach or engagement.

### Takeaways

- An accountant earning $55,000 turned down an $85,000 senior role after cancelling interviews twice.
- A coaching client feared she did not deserve a promotion, then got the role.
- A post says in 2026 how human you are is the differentiator, not tools.

## Main ideas

- **A clear "no" is worth more than going silent**: Jessica Glazer argues that candidates who disappear after showing interest damage their own reputation, and that the hiring team deserves a straight answer because someone else is waiting on the outcome. They tie this to scale: Montreal is small, and the fashion, manufacturing, IT, HR and accounting industries are smaller, so an interview builds a reputation as well as a career. They say they will keep calling until someone says they are not interested, and treat the gap between connecting and replying as a real problem. One post asks readers whether they accept recruiter requests and why the reply often never arrives.
- **Fear, not ability, is what stops people taking a step up**: The recurring argument is that people decline obvious improvements because of self-doubt or someone else's opinion, and that the opportunity disappears even though the candidate was good enough. Glazer offers coaching as the counterweight: naming imposter syndrome and reframing the fear is presented as the work that produces the move, not encouragement for its own sake.
- **In 2026, how human you are is the differentiator, not your tools**: Jessica Glazer argues that in the era of AI, personal conduct is what separates people, and that flawless pictures and perfectly positioned posts can enhance an image but should not become an identity. They reduce the test to three questions before posting: does this reflect who I am, does this sound like me, and does it work towards my professional or personal goals?
- **Listening is the method: ask questions and people tell you how to help**: Glazer's business-development position is that everyone is looking for someone to actually help them, and that saying hello, asking questions and listening gets people to explain what they need. They back it with follow-ups rather than sentiment: the trade-show day produced named contacts and companies that were hiring. The quoted lesson comes from their son, who worked the booth, not from Jessica Glazer herself.
- **Religious identity is not a political position**: Jessica Glazer publishes personal and religious material alongside recruiting advice, and states their own position plainly. Their argument is that Jewish identity, Israel and Palestine are too often treated as one thing, that being Jewish does not dictate their political views, and that for them it means tradition, family and unity. They also say they would not want to place this candidate with a client, while still wishing them well.
- **Job seekers need to protect themselves, and safety advice is part of the job**: A practical warning for candidates, framed from the recruiter's side of the table: verify the recruiter and the company, never open or run code from someone you have not vetted, be careful with AI tools on unfamiliar projects, and end the conversation if it feels rushed. Glazer adds that a real recruiter will not be offended by a check.
- **Remote work as a way to keep going, and the workplace ties that keep people in bad roles**: Two positions sit together here and pull in different directions. Jessica Glazer treats remote work as what makes it possible to stay productive while ill, describing the arrangement as satisfying rather than a compromise. They also note how often people stay in roles that are bad for them because of the people, and use a poll to ask where a closest work friend from a past job is now. The tension is clear: the same account celebrates working through illness and recognises that relationships, not the job, are what hold people in place.

## Work to read

- ["Unpopular opinion": an accountant earning $55K turned down an $85K role](https://www.linkedin.com/posts/executiverecruitermontreal_interviewtips-careeradvice-headhunter-activity-7442973808946384896-yHoP)
- [A coaching client's promotion after an imposter-syndrome conversation](https://www.linkedin.com/posts/executiverecruitermontreal_hiring-executivesearch-linkedinlearning-activity-7408857599229497347-cKVE)
- ["You weren't born a ghost": candidates who stop replying](https://www.linkedin.com/posts/executiverecruitermontreal_recruitment-montrealbusiness-professionalism-activity-7453134594406612992-_x5X)
- [A developer's interview that delivered malware instead of a job](https://www.linkedin.com/posts/executiverecruitermontreal_cybersecurity-jobsearch-recruiting-activity-7505960857927827459-n6Tl)
- [A 14-year-old working the MindHR booth at a Montreal trade show](https://www.linkedin.com/posts/executiverecruitermontreal_mindhr-careercoaching-nextgen-activity-7455229829274333184-bnfN)
- [Being blocked by a candidate over Yom Kippur](https://www.linkedin.com/posts/executiverecruitermontreal_you-know-that-gut-feeling-when-youre-hesitant-activity-7508159035334922240-DDLn)
- [“How human you choose to be”: a New Year post about AI](https://www.linkedin.com/posts/executiverecruitermontreal_executiverecruiter-headhunter-leadership-activity-7412618323055640577-B4sd)

## Brand relationships

- **MindHR** (owned_business)
- **MJU Expo Montreal** (mention)
- **Women in Manufacturing** (disclosed_partnership)

## Partnerships

Jessica Glazer's LinkedIn posts contain no sponsorship offers to evaluate. Across the posts here, they write as a working recruiter and headhunter: candidate outreach, interview and job-search advice, career-coaching stories, and commentary on hiring behavior. None carries a sponsored-content label, a paid-partner disclosure, a media kit, a rate card, or a partnership inquiry route, and no brand, vendor, or event collaborator is presented as paying for the content. Booking details a buyer normally needs—deliverable types, pricing basis, approval turnaround, and disclosure practice—are not documented; ask directly whether they accept sponsorships and confirm those terms before planning paid placement.

## Alternatives

- Daryn Edelman, M.A., C.P.R.W: Daryn Edelman is the closest substitute when the campaign aims to help candidates perform in interviews rather than help a recruiter fill roles. The posts feature an interview-prep asset built around the last five minutes of an interview, with roughly fifteen questions grouped under Recruiter Questions, About the Job, Team Insights, Manager Perspectives, and Company Vision. Readers are told to save it for their next interview, pick the three most relevant questions, keep three more in reserve, and repost it. For an agency offering interview coaching, candidate support, or employer-brand content aimed at applicants, it’s a ready-made giveaway to co-brand rather than write from scratch. It also suits a campaign seeking a self-contained checklist readers can copy and use—a different deliverable from Jessica Glazer’s story-led posts.
- Bracha Peikes: Consider Bracha Peikes when a campaign centres on an in-person event or referral programme, or your agency’s clients include retail, e-commerce, or small-business employers alongside their hiring work. The two posts show an active event presence and referral incentive. One thanks roughly twenty named people who sent leads to Ecom Queens over eighteen months and spells out the terms: every client is asked how they heard about the business, and the referrer receives a 10% commission on the first project booked. The other describes taking a full booth at a retail trade show for the first time—late-night orders, booth-design help, conversations with retail store owners, visitors bringing Shopify questions to the stall, and people arguing over who spoke first. For an agency seeking a creator to appear at a hiring event, job fair, or retail-sector recruitment drive, it’s a clear example of working a floor. The referral post also offers a template for a documented incentive a sponsor could adapt.
- Syed Subhan Ali: Syed Subhan Ali is the better choice when the buyer wants to reach agency owners or freelancers with a numbered operational case study and built-in lead capture. The reviewed case study follows a fixed structure—situation, problems, what was done week by week, results, and a quoted client line—and gives hard figures: an agency at $40k/month revenue with $22,000/month payroll, moving to $87k/month with $9,800/month going to fulfillment and monthly profit rising from $8,000 to $47,000. It ends with an explicit mechanic: comment a keyword to receive a case study, a profit calculator, and a booking link, or send a direct message to start a conversation. The second post uses the same closing move on a softer topic: being ill as a freelancer with no cover, then inviting readers to comment for help setting up a back-end team. For a campaign aimed at other agencies or freelance recruiters that needs to route interested readers into a funnel, this is the closest structural match in the comparison set.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/