About

I dig in.

I spent 10 years recruiting and leading recruiters in technology. I started on a technical desk, then ran sales and delivery across cloud, analytics, security, emerging tech, and financial services.

That included interim technology search inside a global talent firm and client delivery for enterprise tech and FS teams.

I have sat with the hiring manager and with the person who has to take the job.

I now run searches myself for AI and SaaS teams. The same method I have always used: learn the company, learn the person, make the match.

JAN screens the paper so the first pass is consistent. I still make the call.

Lopatka means shovel in Slovak. The name is the work: go past the JD.

Maria LopatkovaFounder

Where this comes from

I have run desks, not just given advice.

At a boutique financial-services search firm, I took over an underperforming delivery book. This was an operations turnaround, not a single search: I rebuilt the screen, the weekly rhythm, and the production tracking. Consultant output was up 50% in three months.

That is how I work a search now: diagnose what is actually broken, then work the people.

Before that: technical recruiting through sales and delivery leadership, interim technology search at a global firm, and tech talent delivery into financial services.

50%

Consultant output

in three months

Also

Two other things I built. They are not the default engagement.

JAN

I built JAN because resume stacks waste time and hide the reason for a no. Every search I run goes through it. If you want the product without a search, it's available standalone.

Explore JAN

Recruiting ops

I have stood up the function (roadmap, ATS, sourcing strategy, scorecards, benchmarks), including a 4-month build for a healthcare staffing startup. If you need the machine, not only a hire, say so when you reach out.

How ops works

Let's see if we should work together.

Get in touch