About the Founder
Your recruiter shouldn't need a technology lesson.
Here's why ours doesn't.
R.M. is the founder of Konezion. Before recruiting for a single role, he spent 20+ years doing the kind of work Konezion now hires for — running technology, budgets, and teams inside real organizations, including two decades as Chief Information Officer of a national employment-services company.
An accounting foundation, then a decade learning to wear every hat
R.M. studied accounting, where he first learned to think in structured, defensible detail: the discipline of getting the numbers right before you form an opinion about them.
Early in his career, he worked in banking and at a telecom startup. Between the two, he picked up something a lot of executives never learn firsthand: how to move between departments that don't naturally talk to each other, and make each one's work legible to the others. That included direct exposure to facilities, HR, finance, customer service, sales, and marketing — not as an executive observing from above, but as someone in the room solving that day's problem.
That range is still how he operates. It's also why Konezion doesn't just recruit for a narrow technical lane — the firm understands how a technology hire actually lands inside a business, because its founder has sat on the operations side of that business too.
Chief Information Officer, national employment-services organization
For more than two decades, R.M. was the senior technology executive for a nationally distributed professional services organization — the kind of company that runs on the same recruiting and business-development systems Konezion's clients use every day. He owned enterprise architecture, infrastructure, cybersecurity, budgets, and vendor strategy, and answered directly to executive leadership and the ownership board for all of it.
In parallel, he's run his own technology consultancy, XeKret, since 2010 — advising SMBs on technology strategy, infrastructure modernization, and operating models. In 2023, he founded Konezion to bring that same hands-on operating standard to search.
This isn't a career recruiter's background. It's an enterprise technology executive's background, applied to recruiting — which is exactly the point.
Konezion recruits heavily for technology roles because this is where R.M.’s own operating experience runs deepest. A sample of what that experience actually includes:
What "we've done the job" actually covers
Evaluated and adopted emerging technologies — including AI — for real business fit, not novelty. Architected an AI-enabled platform using structured data capture, workflow automation, and conversational AI to solve an actual operational need.
Defined current-state and future-state enterprise architecture, technology roadmaps, and platform standards — translating business priorities into what to modernize, integrate, retire, or build, and why.
Built KPI frameworks and executive dashboards that turned operational data into decisions leadership could act on, and owned the requirements-to-delivery process working directly with engineering teams.
Built and matured an enterprise security program from the ground up — identity governance, SSO/MFA, access controls, vulnerability remediation, incident-response readiness, and audit alignment. Led executive response during critical incidents.
Directed enterprise data governance, data quality, and business intelligence programs — including hybrid infrastructure spanning on-premises systems, Azure, and AWS — so leadership could trust the numbers behind every decision.
Owned an enterprise CRM platform for more than two decades — from platform strategy through day-to-day governance — and serves today as product owner for KORE, Konezion's own Salesforce-based platform.
Led a multi-year modernization from legacy phone systems to VoIP and unified communications, delivering approximately $150K in infrastructure savings while improving reliability and collaboration across a multi-site organization.
The best way to attract an executive is to have an executive in the room.
If you're a hiring manager, this means your role gets screened by someone who has actually done comparable work — not translated it secondhand. If you're a candidate, this means the person on the other end of the call understands what you're describing, and won't waste your time asking you to explain your own resume back to them.
That's the whole premise of Konezion: recruiting done by someone who's done the job, not just described it.
Outside
Konezion
R.M. has also served for years as elected board president across multiple homeowner associations, overseeing budgets, vendor contracts, and governance for hundreds of households — the same discipline of structure and accountability, applied outside the business world.