In the middle of a crisis, most companies pull back. They freeze hiring, tighten budgets, and pray for the storm to pass. Not us. At Perry-Martel International, we double down. Because in chaos, opportunity thrives. And let’s face it—companies that don’t have the leadership to steer through turbulence won’t survive long enough to see calmer waters.

That’s where the Inside-Out Approach comes in. It’s not just a recruiting method; it’s a weapon. When Clever Real Estate—a scrappy startup trying to scale against behemoths 100 times its size—called us in, the mortgage industry was in freefall. The pandemic had turned the world upside down, and companies everywhere were bleeding revenue. Clever didn’t need just another hire; they needed a miracle.

They needed Tony Chahal.

The High Stakes of Leadership in a Crisis

Crisis isn’t a time for mediocrity. It’s a time for decisive, battle-tested leaders who can cut through the noise, inspire teams, and deliver results no matter the odds. Clever’s situation was dire: a first-time CEO staring down industry titans like Zillow and Redfin, a mortgage industry collapsing under the weight of uncertainty, and no room for error.

The mission? Find a Senior Vice President of Partnerships who could:

1. Develop and execute a growth strategy to scale Clever’s mortgage lender channel 20X.
2. Bring instant credibility and authority to a young, ambitious team.
3. Navigate chaos without losing sight of long-term objectives.

In other words, they needed a rainmaker—a leader with the skills, confidence, and track record to win.

Enter the Reluctant Superstar

Tony Chahal was everything Clever needed—and more. As Head of Strategic Relationships at HomeLight, Tony had built and led a national sales organization of 50 professionals, generating over $500 million in revenue and powering funding rounds that pushed the company to a staggering $1.7 billion valuation.

But Tony wasn’t looking for a new job. He was sitting at the top of his game, deeply invested in HomeLight’s growth. Leaving a secure, high-profile role to join another startup during the most volatile market conditions in decades? Not likely.

Here’s the thing about top leaders: they don’t jump for titles or salaries. They need something bigger. A challenge worthy of their ambition. A mission that aligns with their values. This is where most recruiters fail. They pitch roles instead of vision. They sell positions instead of legacies.

We knew better.

The Inside-Out Approach: Building a Personal Connection

The Inside-Out Approach isn’t about throwing resumes at a problem. It’s about understanding the DNA of a company and the motivations of a candidate—then aligning them like a master strategist.

With Tony, we didn’t just pitch Clever’s opening. We built a story.

1. Understanding Tony’s Motivations
   What drove Tony wasn’t the paycheck. It was impact. He wanted to build, innovate, and leave a legacy. HomeLight had given him a platform to do that, but we knew Clever could offer something more: the chance to redefine an industry in a time of upheaval.
2. Positioning Clever as the Opportunity of a Lifetime
   We reframed Clever’s challenges as opportunities. Scaling a startup during a crisis? That’s not a risk—it’s a chance to be the architect of something extraordinary. To create solutions that would outlast the pandemic and reshape the real estate industry forever.
3. Facilitating the First Connection
   The breakthrough came in an initial meeting we arranged between Tony and Clever’s CEO, Luke Babich. Two visionaries in a room, bonding over shared ambition and grit. This wasn’t a formal interview; it was a conversation about changing the game. And it worked.

Turning Reluctance into Commitment

Let’s be clear: this wasn’t an easy win. It took months of persistence, nuanced conversations, and strategic positioning. Tony wasn’t just a passive candidate waiting for the right offer. He had to be convinced—not just by the role, but by the people behind it.

Our role was part recruiter, part strategist, part psychologist. We navigated Tony’s hesitations by addressing his concerns head-on:

• The Risk of a Startup: We showed him how Clever’s vision and backing provided a solid foundation for growth.
• The Volatility of the Market: We reframed uncertainty as an opportunity to innovate and lead.
• The Leap of Faith: We connected Tony to Clever’s mission, aligning it with his own drive for impact and legacy.

The turning point came when Tony stopped seeing Clever as a job and started seeing it as his next great adventure.

The Results: A Leadership Coup

Since joining Clever as Senior Vice President of Partnerships, Tony has delivered in spades:

• Strategic Growth: He’s built and executed a partnership strategy that’s driving significant traction in Clever’s mortgage lender channel.
• Market Positioning: Tony has strengthened Clever’s edge, positioning them to capture 1 in 100 real estate transactions in the U.S.
• Team Leadership: His ability to align technology, sales, and partnerships has transformed Clever’s organizational efficiency and morale.
• Created and launched Clever Pro:  a new all-in-one product suite benefiting mortgage lenders, agents, and borrowers alike.
• Founded Clever Closings and Promoted to President: a comprehensive and tech-forward end-to-end real estate solution for the title and escrow process.

Tony’s leadership has done more than stabilize Clever during a crisis; it’s propelled them toward industry domination.

Lessons from the Frontlines

This wasn’t just a recruitment story. It was a masterclass in finding, persuading, and closing top-tier talent under impossible conditions. Here’s what we learned:

1. Vision Matters More Than Titles
   Top leaders don’t chase jobs. They chase opportunities to build, create, and leave a mark. Sell the vision, not the role.
2. Persistence Wins
   Recruiting isn’t about quick wins; it’s about strategy and persistence. Tony didn’t say yes on day one. He said yes because we stayed the course.
3. Understand What Drives People
   The best candidates are motivated by more than money. They want impact, purpose, and alignment with their values.
4. Crisis Is the Time to Lead
   In a crisis, companies either shrink or rise. Recruiting the right leaders ensures you don’t just survive—you thrive.

The Inside-Out Advantage

At Perry-Martel International, we don’t just fill roles. We transform organizations by finding the leaders who can change the game. Our Inside-Out Approach isn’t a formula; it’s a mindset. It’s how we turned a reluctant superstar into the key player driving Clever’s growth.

If you’re facing a leadership challenge, don’t wait for the perfect storm to pass. The time to act is now. Let’s build your dream team together.

“Clever presented an exciting challenge—to drive innovation in a space ripe for disruption. The opportunity to take part in developing groundbreaking solutions and to be at the forefront of reshaping the real estate industry through technology was something I couldn’t pass up. This role allows me to combine my passion for technology, innovation and strategy to leave a lasting mark on the PropTech landscape.”