how it works

A transparent & considered path from search to long-term fit

A structured, high-touch approach that removes noise early, focuses your time where it matters most, and supports success well beyond the hire.

We begin by understanding your team and hiring goals. We move deliberately, not reactively. We handle the complexity upfront, then bring you in when decisions are clear and informed.

Week 1

Discovery + sourcing

We align on role requirements, team context, and success criteria in a focused intake call. Sourcing begins immediately, guided by what will actually work in your environment.

Week 1

Discovery + sourcing

We align on role requirements, team context, and success criteria in a focused intake call. Sourcing begins immediately, guided by what will actually work in your environment.

Week 1

Discovery + sourcing

We align on role requirements, team context, and success criteria in a focused intake call. Sourcing begins immediately, guided by what will actually work in your environment.

Week 2

Internal vetting

We build a focused shortlist through technical screens and role-specific evaluations. Candidates are assessed for both skill depth and real-world execution before you’re involved.

Week 2

Internal vetting

We build a focused shortlist through technical screens and role-specific evaluations. Candidates are assessed for both skill depth and real-world execution before you’re involved.

Week 2

Internal vetting

We build a focused shortlist through technical screens and role-specific evaluations. Candidates are assessed for both skill depth and real-world execution before you’re involved.

Week 3

Leadership review & handoff

A current or former VP from a high-growth startup evaluates finalists. You receive 3–5 candidates with video summaries, scorecards, and clear rankings. Every candidate has already cleared the bar.

Week 3

Leadership review & handoff

A current or former VP from a high-growth startup evaluates finalists. You receive 3–5 candidates with video summaries, scorecards, and clear rankings. Every candidate has already cleared the bar.

Week 3

Leadership review & handoff

A current or former VP from a high-growth startup evaluates finalists. You receive 3–5 candidates with video summaries, scorecards, and clear rankings. Every candidate has already cleared the bar.

Weeks 4-5

Your process

You interview 2–3 candidates who are already qualified and aligned. The focus is on decision-making, not filtering or second-guessing.

Weeks 4-5

Your process

You interview 2–3 candidates who are already qualified and aligned. The focus is on decision-making, not filtering or second-guessing.

Weeks 4-5

Your process

You interview 2–3 candidates who are already qualified and aligned. The focus is on decision-making, not filtering or second-guessing.

Days 1-90

Ramp support

We stay involved through the most critical early period with structured check-ins. This helps surface misalignment early and keep momentum strong.

Days 1-90

Ramp support

We stay involved through the most critical early period with structured check-ins. This helps surface misalignment early and keep momentum strong.

Days 1-90

Ramp support

We stay involved through the most critical early period with structured check-ins. This helps surface misalignment early and keep momentum strong.

Month 12

Retention bonus

A cash bonus, funded from our fee, is paid directly to your hire. It aligns incentives around long-term success, not short-term placement.

Month 12

Retention bonus

A cash bonus, funded from our fee, is paid directly to your hire. It aligns incentives around long-term success, not short-term placement.

Month 12

Retention bonus

A cash bonus, funded from our fee, is paid directly to your hire. It aligns incentives around long-term success, not short-term placement.

Compare expand

How does this compare to internal recruiting or high-volume firms?

Internal recruiting | 12+ weeks

Internal searches often unfold in stages: early weeks spent aligning on scope and approvals, followed by sourcing and screening, then interviews and decisions several weeks later. By the time an offer is made, momentum can be uneven. Once the hire starts, ongoing support typically shifts back to the team.

High-volume firms | 2 - ? weeks

High-volume firms tend to move quickly at the outset, but the process often becomes iterative: waves of resumes, recalibration, and restarts as expectations evolve. Once a placement is made and the invoice is cleared, involvement usually ends, leaving long-term integration and continuity to chance.

A transparent & considered path from search to long-term fit

A transparent & considered path from search to long-term fit

A transparent & considered path from search to long-term fit

A structured, high-touch approach that removes noise early, focuses your time where it matters most, and supports success well beyond the hire.

A structured, high-touch approach that removes noise early, focuses your time where it matters most, and supports success well beyond the hire.

We begin by understanding your team and hiring goals. We move deliberately, not reactively. We handle the complexity upfront, then bring you in when decisions are clear and informed.

Discovery + sourcing

Discovery + sourcing

Discovery + sourcing

Internal vetting

Internal vetting

Internal vetting

Leadership review & handoff

Leadership review & handoff

Leadership review & handoff

Your process

Your process

Your process

Ramp support

Ramp support

Ramp support

Retention bonus

Retention bonus

Retention bonus

How does this compare to internal recruiting or high-volume firms?

Build your team with confidence

Let's talk through your hiring goals.

Build your team with confidence

Let's talk through your hiring goals.

Build your team with confidence

Let's talk through your hiring goals.