# Jodi Marchewitz

Jodi Marchewitz focuses on recruiter training and hiring strategy, including helping recruiters approach unfamiliar technical roles and use AI to research searches more effectively.

- Profile: https://b2binfluencer.marketing/creators/jodi-marchewitz/
- LinkedIn: https://www.linkedin.com/in/jodimarchewitz
- LinkedIn followers: 3,403
- Median of last 6 posts: 3 reactions, 0 comments (checked 2026-11-02)
- Topics: artificial-intelligence, recruiting, ai-in-recruiting
- Based on 11 dated posts, latest 2026-10-06

## Summary

They are useful for B2B recruiting-tech vendors selling enablement training or AI tools to talent acquisition leaders.

- Best for: A B2B recruiting-tech vendor selling enablement training or AI-assisted search tools.
- Not for: Campaign needs broad consumer reach or targeting job seekers and applicants.
- Check first: Request LinkedIn follower demographics and recent post performance data.

### Takeaways

- Define what a role requires before starting a search.
- Training should be built around live searches and practical application.
- AI provides generic answers unless the recruiter knows what to ask.

## Main ideas

- **Set the direction of a search before contacting candidates**: Marchewitz argues that searches often go wrong before sourcing starts. Recruiters should first decide what the role really requires, where relevant talent can be found, and how to distinguish stronger candidates from weaker ones. In this view, getting those decisions right makes later work more effective.
- **Recruiters can work unfamiliar technical roles without learning to code**: For a recruiter handling an engineering role for the first time, Marchewitz says the essential gap is not coding knowledge. It is understanding the role, where suitable engineers are, and what signals distinguish a strong candidate. That makes technical recruiting a role-research and evaluation problem, not a demand that every recruiter become an engineer.
- **AI is useful only if the recruiter can ask the right questions**: Marchewitz warns that AI can produce confident but generic answers when a recruiter researches a role they do not understand. The recruiter may not know what to ask, and the resulting search can target the wrong candidates. This is a caution about how to use AI, rather than a rejection of it: role understanding must guide the tool.
- **Training should change the work recruiters do, not just deliver information**: Marchewitz says one-off workshops fade and video libraries may go unfinished. Training is more likely to stick when recruiters apply it to live roles, get an early win, revisit the framework on each search, and learn from someone who has filled those roles. Marchewitz adds that training should help recruiters use AI confidently as leverage.
- **Build recruiting capacity by helping generalists handle unfamiliar work**: Marchewitz also highlights the challenge of doing more with a small recruiting team. The emphasis is on building expertise and helping generalists become stronger talent advisors, rather than treating capacity as a headcount question alone.

## Work to read

- [Why most recruiter training is forgotten within a month](https://www.linkedin.com/posts/jodimarchewitz_what-makes-recruiter-training-actually-stick-activity-7508504296099823616-DWJC)
- [What a generalist recruiter needs before working an engineering role](https://www.linkedin.com/posts/jodimarchewitz_techrecruiting-recruiting-talentacquisition-activity-7503867554126262272-w8Re)
- [The catch in using AI to research an unfamiliar role](https://www.linkedin.com/posts/jodimarchewitz_aiinhr-recruiting-talentacquisition-activity-7506706627555868673-u8fP)
- [How to build a recruiting strategy for a specific role](https://www.linkedin.com/posts/jodimarchewitz_recruiting-hiringstrategy-talentacquisition-activity-7506041822184488964-mz5q)
- [Where the hours really go when AI is used in recruiting](https://www.linkedin.com/posts/jodimarchewitz_recruiting-aiinhr-talentacquisition-activity-7505272331880112128-ZuN1)
- [A live conversation on recruiting with fewer resources](https://www.linkedin.com/posts/jodimarchewitz_talentacquisition-recruitertraining-publicsectorhr-activity-7516234342545862656-5Vze)

## Brand relationships

- **HireBoost.ai** (disclosed_partnership)
- **City and County of Denver** (mention)

## Partnerships

Jodi Marchewitz does not publish partnership terms, sponsorship formats, or a media kit in the material reviewed here. The six LinkedIn posts cover recruiter training, hiring strategy, technical recruiting, and AI-assisted search, and several of them link out to articles on an external recruiting resource site, but none describes a sponsorship arrangement, a rate card, a content-collaboration process, or a way for a brand to pitch a partnership. This means a buyer cannot currently confirm what Jodi Marchewitz offers commercially, what it costs, or how to start a conversation from published evidence alone. The gap is an open research item rather than a finding that no offers exist: an official media kit, rate card, or partnership page would need to be located and reviewed before the formats list can be populated.

## Alternatives

- Mark Wojcik: Choose Mark Wojcik when the campaign has to sell employers on a repeatable hiring process, or when recruiting capacity itself is part of the offer. The reviewed posts show a named live session built for HR teams and hiring managers — 'Recruit Your Replacement,' organised around five disciplines: stronger role profiles, protected hiring time, reliable sourcing routines, and more confident interview and selection decisions — and a pitch for reduced-schedule, agency-trained recruiters supplied to growing companies at project rates. If the brief is to equip employers to keep hiring steady as individuals come and go, or to source flexible recruiting labour, the reviewed material maps to that decision more directly.
- Aaron McCann: Choose Aaron McCann when the goal is attention and a shareable point of view among agency recruiters and sales-recruiting audiences. The agency-competition post makes a specific, quotable argument a vendor could build a differentiated claim on: putting many agencies on one search damages the candidate experience, pushes early-career recruiters out of agency work, and cheapens the talent brand. The dating-analogy post is the kind of narrative hook that travels in recruiter feeds, and the reviewed material includes a longer video, so the format range runs past short text.
- Rob Walker: Choose Rob Walker when the audience is job seekers and the message is a proactive search method. The reviewed posts give a worked, numbered example: targeting chosen employers and messaging directors, CEOs, and founders directly (about a 50% response rate on personalised messages), following up with hiring managers rather than only recruiters or talent acquisition — including one automated rejection reversed within 24 hours — and building a network of recruiters before it is needed. For a career-services, candidate-community, or talent-attraction brief, that is directly usable material with concrete outcomes.

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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/