Hire engineers without wasted cycles
Fixed-fee, milestone-based recruiting built for early-stage teams. Clear scope, honest market feedback, and shortlists that save time.
Three ways we help founders hire with confidence
Most hiring pain comes from unclear roles, slow interview loops, and misaligned expectations. Our services are designed to reduce risk before it becomes expensive.
Role Clarity & Hiring Readiness
Define what to hire, when to hire, and what success looks like before sourcing starts.
Learn moreHigh-Signal Engineering Hiring
Fixed-fee recruiting with tight shortlists, honest market feedback, and fast execution.
Learn moreHiring Timing & Transition Support
Stay close without forcing a hire. Talent mapping, readiness check-ins, and smart timing.
Learn moreStop hiring for checklists. Hire for leverage.
Great engineers read between the lines. We calibrate roles so you attract people who can own outcomes, not just complete tickets.
- Role scope, ownership, and decision rights clarified early
- Interview loops designed for speed without lowering the bar
- Market reality feedback baked into every search
- Role scorecard
- Scope and success metrics
- Market expectations and trade-offs
- 3–5 candidates, not 30
- Signal-based screening
- Clear notes and decision support
Speed without chaos
The goal is not to “send candidates.” The goal is to help you make a confident decision fast. We keep the funnel tight and the signal high.
If hiring pauses or priorities shift, we adapt without turning the process into a sunk-cost trap.
How the process works
Designed for founders who need momentum, not meetings. Clear steps, tight feedback loops, and predictable milestones.
Calibrate the role
Define scope, ownership, must-haves, and success metrics. Align on what “good” looks like.
Source and screen
High-signal outreach and screening focused on trajectory, decision-making, and fit for stage.
Deliver shortlist
3–5 vetted candidates with notes. No noise. No volume for the sake of volume.
Close confidently
Interview loop support, offer feedback, and candidate alignment to reduce late-stage drop-off.
Frequently asked questions
Do you work only with companies that are hiring right now?
No. We also support hiring readiness, talent mapping, and timing decisions so you are prepared before hiring becomes urgent.
What roles do you specialize in?
Primarily software engineering roles for SaaS teams: backend, frontend, full stack, and early leadership hires (tech leads, heads of engineering) depending on stage.
How do you keep the shortlist high-signal?
We screen for evidence of ownership, adaptability, decision patterns, and problem framing. We prioritize stage-fit and clear trade-off thinking over checkbox resumes.
Do you recruit globally?
Yes. We work with remote-first and distributed teams. We align early on time zones, compensation, and communication expectations.
What happens if priorities change mid-search?
We can pause and resume, or redirect the search based on updated scope. Our model is built to reduce sunk-cost pressure and keep decisions rational.
Ready to hire, or planning ahead?
Talk through your role, hiring plan, or market reality. Pressure-free, founder-to-founder.