About BSM

Mission

BSM Business Solutions Management exists to provide employers with focused, division-aligned recruiting expertise under a single, accountable parent organization. Rather than running every engagement through one generalist desk, BSM routes searches to the division most aligned with the role — executive, engineering, project management, general, or veteran — so that every intake benefits from a recruiter who lives in that market every day. The mission is to combine the accountability of a parent organization with the depth of a specialist firm inside each division.

That mission shapes every operational choice the organization makes. Hiring decisions inside BSM favor recruiters with deep market knowledge over generalists. Internal training is structured by division so that practitioners stay current in the specific functional areas they serve. Quality reviews look at slate composition, time-to-shortlist, and offer-acceptance trends inside each division independently, not as a single firm-wide average that masks where the organization is strong and where it needs to invest.

The mission also defines what BSM declines to do. The parent organization does not chase searches outside the scope of its five divisions, does not dilute division focus with unrelated service lines, and does not compete on price by reducing the depth of the search process. Employers who need a transactional, low-touch recruiting partner are typically a poor fit; employers who value documented process, structured intake, and long-term relationships are the right fit.

History

BSM was founded in 2006 by Blake and Susan Moser as a diversified recruiting and staffing organization. The founders set out to build a business that could grow beyond the limits of a single recruiter desk by establishing distinct, brand-led divisions that each owned a clearly defined market segment. Over time, that structure expanded into the five-division model in operation today: HireTeam for general recruiting, Executive-Recruiters.com for C-suite search, Engineering-Recruiters.com for engineering talent, ProjectStaffing.com for project management staffing, and VeteranWorks for veteran recruiting and military transition.

From the start, BSM was built as a long-cycle business — one designed to support the same employers and candidates across years rather than single transactions. That orientation continues to shape the organization's hiring practices, internal training, and the way each division measures success.

Leadership

Blake Moser leads BSM as the founder and principal of the parent organization. He remains personally involved in division strategy, large-engagement scoping, escalations, and quality review across every division. Each division is operated day-to-day by a dedicated practice lead who reports into the parent organization for strategy, compliance, and brand standards while owning candidate development and client engagement inside their division.

The leadership model is intentionally lean. Decisions about which division leads an engagement, how a multi-division program is structured, and how an escalation is resolved are made quickly because the leadership group is small and founder-connected. Employers work with practitioners, not layers of account management.

Headquarters

BSM is headquartered at 5380 Old Bullard Rd., STE 600-237, Tyler, TX 75703. While the headquarters is in Tyler, recruiting and account teams are distributed across the United States, supporting employers in every major metropolitan market and many regional markets as well.

How BSM Works With Employers

Employers typically engage BSM at the parent level and are routed to the appropriate division within the first conversation. For multi-division programs — for example, an engineering build that also requires program management and an executive sponsor — the parent organization assigns an account lead who coordinates across the divisions involved and gives the employer a single point of contact for the entire program.

Engagement terms are structured around the type of search. Retained executive engagements are documented in a written engagement letter with milestone-based deliverables. Contingency direct-hire engagements use a standard fee schedule. Contract and contract-to-hire engagements use a standard MSA with rate sheets per role family. In every case, the contract relationship sits with the BSM parent organization, simplifying procurement on the employer side.

How BSM Works With Candidates

Candidates engaging BSM are introduced to the division most aligned with their background and career direction. Each division maintains its own candidate community, intake conversation, and ongoing communication cadence. Candidates are never placed into a generic database and forgotten — they are tracked by their assigned recruiter against active and anticipated searches in their specialty.

The candidate experience is structured around respect for time. Recruiters reach out only when a real role aligns with the candidate's profile. Submissions to clients always require explicit candidate consent. Status updates are provided after every client conversation, including outcomes that did not advance the candidate. References are not requested until they are needed, and offers are negotiated transparently on the candidate's behalf.

Standards and Compliance

Every BSM division operates under common standards for confidentiality, equal opportunity employment practices, and candidate consent. Client and candidate information is treated as confidential by default. Slates are constructed without consideration of protected characteristics and with active attention to building qualified, diverse pipelines for every search. Background checks, reference checks, and verification of work authorization are conducted only after candidate consent and only at appropriate stages of the engagement.

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