My Personal Recruiter (MPR) is a reverse recruiting service and executive job search management provider that positions itself as a solution for busy senior professionals who want help running the mechanics of a search. The company was founded in 2023, and its public listings and rating profiles reference a Miami, Florida address. Founder and CEO Adam Fineberg is the primary public leader; his public bio emphasizes entrepreneurship and the use of technology and automation in career services, and he is also publicly associated with adjacent recruiting and resume businesses such as Jackson Square Company and Rock My Resume.
From a services and delivery-model standpoint, MPR combines team-based support with a subscription workflow and a client portal. Public materials highlight resume and LinkedIn optimization, job application management, interview preparation, and salary negotiation support, alongside related offerings like outplacement and career coaching. The company also promotes access to an executive recruiting network and states that it includes 240+ executive recruiters and recruiting agencies. On pricing and guarantees, MPR advertises that if a client does not receive at least one written job offer within six months of “active participation,” it will continue providing services at no additional cost, with terms and conditions that should be reviewed carefully.
MPR is most likely to fit managers, directors, and executives who want a structured, done-for-you engine for applications and recruiter introductions, while still staying involved in defining target roles, industries, and priorities. The company explicitly markets itself as built for executives rather than entry-level candidates, and its materials reference searches for roles such as CFO, CHRO, CIO, CTO, and other C-suite or VP positions, including confidential job searches. Compared with reverse recruiting services that concentrate primarily on coaching, MPR’s positioning leans more operational and platform-driven, with an emphasis on managing workflows and connecting candidates to recruiters and search firms. Candidates who expect high-touch relationship building with hiring managers, or fully outsourced LinkedIn networking on their behalf, should clarify scope because at least one third-party analysis suggests networking may remain a candidate responsibility and some application work may be completed by team members outside the United States.
Public feedback exists but remains limited in volume. On Trustpilot, MPR shows a 4.1 rating based on 11 reviews, and the distribution skews heavily toward five-star ratings. Positive themes commonly include responsiveness, improved job search documents, and the convenience of having a coordinated team manage workflows. Less favorable feedback highlights the importance of expectations management, including tight alignment on target roles and industries, the need for clear visibility into which applications were submitted, and practical coordination factors such as time zones or holiday schedules. Before engaging, job seekers should confirm what deliverables are included (and how tailored they are), what “outreach” means beyond applications, the approval and reporting process inside the portal, confidentiality practices for employed candidates, and how eligibility is determined for the six-month guarantee.
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Pros
- MPR emphasizes executive-level searches and states that its recruiting network includes 240+ executive recruiters and recruiting agencies, which may appeal to candidates seeking search-firm connectivity.
- The service is positioned as operationally hands-on, combining a portal-based workflow with support that spans documents, applications, and interview preparation.
- MPR advertises a six-month written-offer continuation guarantee (continuing services at no extra cost with “active participation”), which creates a defined accountability mechanism if the terms fit the candidate’s situation.
Cons
- Because the service is highly process-driven, candidates who prefer a more informal, relationship-led approach or frequent ad hoc interaction may find the structure more rigid than expected.
- Some application execution can be handled by team members outside the U.S. making scope and communication expectations important to confirm up front.
- The guarantee depends on defined criteria such as “active participation” and receiving a “written job offer,” so candidates should clarify documentation, timelines, and exclusions before relying on it.