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/ After the raise
Suddenly everyone is an AI recruiter.
We’ve been one since 1999, when it was called machine learning.
The last thing you need is more resumes to review. You need access to people who thrive in ambiguity, move fast, work cross-functionally, and know how to build inside a startup.
We find the talent your job post will never reach, engage the people who ignore LinkedIn InMails, and put your team in front of candidates your competitors are struggling to access.
LinkedIn is the car alarm everyone stopped listening to.
The people you want are already employed, already building, and not answering InMail. So we search beyond LinkedIn, and reach them where they actually respond.
Our advantage is not one database or one channel. It is the combination of proprietary data, technical evidence, verified contact information, and recruiters who still pick up the phone.
More applicants won’t solve your hardest hire.
The person who changes your trajectory is eighteen months into something they care about, paid well, and working for someone they respect. No job post reaches them because they aren’t reading any. One good cold call from us might.
You don’t wait for those people to apply. You headhunt them.
Precision, not volume.
Eight candidates presented for every offer extended. Screening, calibration and reference work happen before anything reaches you, so your engineers spend interview hours evaluating people who can do the job instead of filtering out people who can’t. Interview load is the hidden cost of a bad pipeline, and it falls on the people you can least afford to distract.
Nearly nine in ten offers we take to a candidate get signed. A declined offer is the most expensive outcome in a search: weeks gone, the runner-up already hired elsewhere, and the requisition reopened. We only extend once comp is calibrated to the market and the counter-offer conversation has already happened.
A month from kickoff to a signed offer. After a raise the roadmap is already committed, and every month a senior seat sits open is a month the plan slips behind the capital. Speed here comes from starting with people we can already reach, not from lowering the bar.
No H-1B transfers across three years of placements. No I-129 petition to file, no labor condition application to certify, no premium processing fees, and no start date waiting on a receipt notice. Your offer converts to a start date on your schedule, and your team carries no ongoing sponsorship obligation.
25+ years of building technical teams. From early internet infrastructure and ML to modern production AI.
Built personalization and recommendation teams before recommendation engines were a category.
Built the first non-founding data infrastructure and machine data team.
Built the AI org that became Einstein, and is now Agentforce.
Built the initial lakehouse, data orchestration and AI/ML infrastructure team.
Let us be useful before you decide anything.
A raise creates a hiring problem and a calibration problem at the same time. Fifteen minutes, no charge, no obligation, and yours whether or not we ever work together. You leave with a number or a sequence rather than a deck.
Passive talent map
We run your actual role through the stack above and come back with a count. How many people in your metro have shipped this before, where they sit now, how long they have been there, and what share have ever answered a recruiter. If the number is small, you will want to know that before you post the job.
Post-raise hiring sequence
A hiring order for your next ninety days. Which role opens first, which one can wait a quarter, and where your plan is one hire heavier than it needs to be. Built from what other teams did after a round this size, including the ones who got the order wrong.
Comp calibration
Live bands and equity mix for distributed systems, data engineering, ML and AI seats at your stage and in your metro. What a passive candidate actually resigns for, what the counter-offer from their current employer will look like, and which of your existing bands will lose a competitive process.
Startup-fit scorecard
A one-page interview scorecard for ambiguity, speed, cross-functional range and startup experience. The questions that surface each one, what a strong answer sounds like, and how to tell polish from the real thing. Built so the loop stops rewarding people who interview well.
If the fit is wrong, we will say so.
None of these require a search, a contract or a budget line. If fifteen minutes tells us we are not the right firm for what you are building, that is a useful outcome and we will tell you plainly.
Want to know what happens if you give us a search?
Four ways to engage. Clear fees. A defined process. No mystery.
See how we work →