The best people are already employed and not reading job boards. We know where they are, and what would actually move them.
Series A B2B SaaS · Series B AI platform · Seed-stage developer tools · Series A fintech
Every hire we make has the same three people in it. Here's what each one gets from us — and what we ask of them.
You need a senior engineer who ships in week one, and you don't have three months. We run the search so you only ever look at people worth your time.
Most people we place weren't looking. We only reach out when the role genuinely clears your bar — and we tell you the comp band in the first message.
One named person owns your search end to end — sourcing, screening, scheduling, and the awkward conversations. Not a pod, not a queue.
What we recruit for
Engineering, data, and the operating roles that keep a scaling company upright — including COO and ops leadership. Startups only: that constraint is what makes us fast.
How a search runs
Day one to signed offer, with the first candidates on day three. Here is where the time actually goes, and what we need from you at each step.
Thirty minutes on your stack, your bar, and who has already turned you down. That last part matters most.
We go to the people who are not looking. Most of our placements start as a cold conversation.
Three to five people in your inbox, each with a written case for them and the one reason you might say no.
First screens on the calendar by day five. We own scheduling, prep, and chasing — your only job is to form an opinion.
Onsites in the second week, then offer, counter-offer, and the resignation wobble. We check in at 30, 60, and 90 days.
Why founders stay
Agencies built for enterprise hiring move at enterprise speed and screen for enterprise skills. Neither works when you are twelve people.
You lose good candidates to slow processes, not to better offers. We move at the speed the market actually clears at.
A strong engineer at a 2,000-person company can still drown at a twelve-person one. We screen for the second thing.
Seed needs someone who ships without a spec. Series C needs someone who can build a team. They are different people.
You get the pipeline as we see it, including the parts going badly. Silence from us means something is wrong.
In their words
Client names withheld at their request. Here is what the hiring managers said afterwards.
What stood out was how precisely they matched our requirements. Every candidate they sent was exactly what we asked for—high quality engineers who moved fast and hit the ground running.
A requirements-led search for engineers who could match a high technical bar and move quickly in production. Two hires, both still there.
Retained across engineering and technical leadership through a period of rapid team growth.
Start a search
One form, then a 30-minute call. You will have a written search plan inside 24 hours and pay nothing until someone signs.
Hiring
One form, one call, a written search plan inside 24 hours. You pay nothing until someone signs.
Start a searchLooking
One profile covers every search we run. We only reach out when the role clears your bar — always free, never mass mail.
