Our Team

Mike Miadich

Co-founder and VP, Contract Services

 

Mike is a co-founder and is currently responsible for the contract services division and overall operations of EdgeLink. Since the company’s inception in 2003, Mike has served in many capacities, often simultaneously as the business has grown: providing company strategy, working directly with customers, leading sales and recruiting teams, and managing the internal operations (HR/Finance/Office) of the organization.

 

Prior to EdgeLink, Mike spent several years as a top performer in recruiting and business development efforts within multiple divisions of a publicly-held IT search firm based in the Silicon Valley. He successfully placed candidates from a wide variety of technology disciplines locally and nationwide. In addition to his recruiting experience, he has served in business development and sales management roles in multiple industries, including high tech, distribution and retail.

 

Mike holds a Bachelor’s degree in Business Administration with a minor in Economics from the University of Notre Dame. He was a member of Notre Dame’s national championship football team and nationally ranked baseball team. He lives in Portland with his wife, Heather and children Ries, Emme and Anthony.

“What you focus on grows”

Getting the Edge on Mike

What was your first job?

Early on, I did a lot of summer jobs growing up to make some extra money: paper routes, umpiring little league, some construction, etc… my first “real job” was as a research assistant for a venture capital firm.

What was your worst job?

Cleaning out a horse stable in the middle of the summer… let your imagination take it from there. Yes, that was probably the worst job…

What is your favorite quote?

“Don’t measure yourself by what you have accomplished, but by what you should have accomplished with your ability.” – John Wooden

Blog Posts Authored by Mike

The Importance of Candidate Experience for Hiring in a Competitive Market

On average, positions are sitting open for 30 working days, the longest on record. Amidst the current candidate-driven market, being aware of job-seeker needs is crucial to remain ahead of the competition. By making candidate experience a major focus of your talent acquisition strategy, you’ll also lower internal costs and improve talent retention.

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