What makes an executive recruiter worth trusting? Is it the speed of filling a seat, or the quiet art of finding someone who lasts? In New York, people will debate bagels, Broadway, and baseball, but in Southern California, the Santa Monica Daily Press just stirred up another question: Who’s the best recruiter in Southern California? Their nomination of an Irvine, California firm called CooperDouglas doesn’t just hand out a title—it asks us to look closer at what the best executive recruiter means.
Because what is a recruiter, anyway? A middleman? A messenger? A resume collector? Or could a recruiter be more like a translator—someone who listens carefully on both sides and tries to find the words, the fit, and the feeling that works for everyone?
If you’ve ever hired someone, you know what a mess it is. A single posting brings in hundreds of AI-written resumes. Some shine. Some confuse—some lie. Interviews help, but not always. A candidate can charm you for an hour, then disappoint you for a year. One bad hire can drain money, stall projects, and poison a team’s spirit. Who hasn’t seen that slow-motion disaster?
If you’ve ever taken a job, you know the other side. The description sounded perfect. The office looked fine. The boss shook your hand like a champion. And then… the culture didn’t fit. The days dragged on. You started updating your resume again. Have you been there? Too many people have.
So, what makes hiring less like a gamble and more like a plan? That’s the question behind CooperDouglas. It’s also why their nomination matters.
CooperDouglas began with two women who saw the same broken system from different angles. Lily Mirhashemi started in accounting. Numbers made sense, but people excited her more. She left spreadsheets for conversations and quickly became one of the top recruiters at a national firm. Her secret? Relationships. Many of her candidates weren’t even looking for new jobs. They trusted her enough to listen anyway. Isn’t that the true sign of trust—when people answer the phone even when they don’t need you?
Rolla Weed, on the other hand, had already built a long career in finance recruiting. Seventeen years of it. She opened offices, built teams, and gained a strong reputation.
“We’re honored to be nominated as one of Southern California’s Best Recruiters. This recognition belongs just as much to our incredible clients and candidates who trust us every day. Thank you for allowing CooperDouglas to be part of your journeys.” Lily Mirhashemi and Rolla Weed Co-Founders and Managing Partners of Cooper Douglas
Together, Lily and Rolla created CooperDouglas. The name itself isn’t random. “Cooper” and “Douglas” come from their family roots. They wanted a name that stood for loyalty, trust, and legacy. Does that sound old-fashioned? Maybe. But in an industry that often prizes speed over sense, old-fashioned can feel refreshing.
And what do they do? They help companies and workers find each other. But not just in any way. They don’t believe in tossing resumes like confetti. They believe in matching, in patience, in finding the perfect fit.
The Santa Monica Daily Press nomination points to three main services. The first is Direct Hire. That means companies only pay if they hire a candidate from CooperDouglas. Think of it like buying shoes. You don’t pay for trying them on. You pay when you know they fit. Doesn’t that seem fair?
The second is Contract and Contract-to-Hire. Sometimes a company needs someone fast. Maybe an employee goes on leave. Maybe a project deadline looms. A worker can step in short-term, like a substitute teacher. And sometimes, if both sides like each other, that worker stays on for good. Simple, right?
The third is Executive Search. These are high-stakes roles—Chief Financial Officers (CFOs), Chief Executive Officers (CEOs), Chief Accounting Officers (CAOs), Controllers, Directors, Audit Managers, and senior leaders. They take more time because the cost of a mistake is huge. A senior partner leads each search, working closely with the client. Imagine choosing a team captain. You don’t want the fastest runner if they can’t inspire trust. You want someone with skills and respect. Isn’t leadership always like that?
All three services share the same idea: focus on people, not just resumes. That may sound obvious, but look around. How often do you hear about hiring that fails because the “fit” or “vibe” wasn’t there? Too often.
And this brings us to the bigger question: What should recruiting reward? Speed? Or success? Numbers? Or relationships?
Think of a school project. Have you ever landed in the wrong group? The project might still get done, but the experience is stressful, and the final result is weaker. Now think of a group where everyone fits. Ideas flow. Work feels easier. The outcome is better. Isn’t hiring the same?
CooperDouglas bets on the second scenario. Their clients say the firm cuts through noise. Instead of sending ten “maybe” candidates, they send two or three who fit. That takes longer, but doesn’t the extra time save trouble later?
For Lily and Rolla, the nomination proves something else: people are noticing. Their firm may not be the largest. It may not have billboards on freeways or glossy ads in airports. But it has something harder to win—trust.
And perhaps this is the bigger story. Two women built a firm in a field where numbers, transactions, and speed often dominate. They showed another way. A slower, quieter, more thoughtful way. A way built on roots, patience, and relationships.
So, what matters most in recruiting? Quick wins, or lasting matches? Resumes, or people? Transactions, or trust?
CooperDouglas has made its choice. And with this nomination, the community seems to be making theirs, too.
