For companies
Some hires change the company. Those are the ones we work on.
We embed with your product, engineering and design team, from a first product hire to a platform org inside a listed company, and hire the way you would if you had the time.
The case
Why the volume model breaks on the roles that matter.
A contingency agency gets paid when someone starts. So the incentive is to submit fast and wide. You lose an afternoon reading people who were never close, while the two who are plausible are already deep in other processes.
Nobody in that loop has read your roadmap or met your engineers. Nobody can tell you whether the person who looks right on paper will last eighteen months in a team that ships on Fridays and argues in public.
We work the other way. Fewer roles, worked longer, and we're paid whether or not we place quickly. That's what lets us tell you a shortlist isn't ready yet without it costing us.
Three things a keyword match will never tell you.
Product judgment
What this person owned, at what scale, and what they decided when it was genuinely unclear. We ask for the decision, not the job title.
How they work with people
Craft is the easy part to check. This is the part that decides whether they last, so we ask the people they shipped with.
Whether they'd thrive in your team
Culture fit is how someone works best set against how your team actually runs. Strong over a platform team, adrift in a team of six. We have been sitting inside yours.
Two ways in.
Search
One role, retained, fixed price agreed before the search opens and banded by seniority.
- The same market map, for the single role
- A shortlist short enough to read in one sitting, argued case by case
- Interview support and offer strategy
- 90-day replacement guarantee
Fits when you have one or two hires that genuinely matter, and no appetite for a retainer.
Talk about your hiring planThe process
What actually happens.
We learn the team before we learn the market.
Roadmap, standups, and the people the new hire will work with daily. We look at your last three hires into similar roles and ask what went right and what did not. You get a written brief and a calibrated bar in language your team recognises.
We map who actually exists.
Where they are, at what level, at what cost, and who is realistically movable, including the people who are not looking. The map is yours to keep whether or not you hire from it.
Weekly shortlists, each one argued.
Every candidate read properly before they reach you, with a written case for why they are on the list and what the risk is. Loops designed with your team, not handed to them. Honest reasons when the list is shorter than you wanted.
Offer strategy before the offer goes out.
Counter-offer handling, relocation, visas, and contact with the candidate through to day one, which is where a surprising number of accepted offers still fall over.
Honesty
We turn work down.
High-volume operations hiring, contract staffing and anything priced on speed alone is a different business, and we'd do it badly.
And if your last four hires into a team left inside a year, the problem isn't sourcing. Taking your money to run another search would be taking your money. We'll tell you which it is on the first call.
Questions
The things people ask first.
How fast is the first shortlist?
It depends on the seniority of the role and how much of that market is movable. You'll get a date on the first call, and we won't move it.
What's the guarantee?
90-day replacement on every search placement. On embedded, the engagement is reviewed on a set cadence and either side can end it on notice agreed before it starts.
Can you hire in my market?
We work across Europe, MENA and Southeast Asia, and we've hired across borders for most of the last decade. Relocation and visa handling is part of the process, not an add-on.
Do you work with candidates directly?
Yes, through the talent network. We don't run a job board and we don't send unsolicited CVs anywhere.
Who actually does the work?
The same person you meet on the first call. There is no handoff to a junior team after signing.
Get in touch
Tell us what you're building.
We'll tell you on the first call whether we're the right people for it, before either side spends real time on it.