For hiring teams
Technical hiring for teams that ship
Technical hiring fails in predictable ways: briefs that describe a wish list instead of a job, take-home tests nobody senior will do, and outreach that never mentions money. We fix the inputs first.
How it works
Candidates are vetted before you see them
Profiles are reviewed by hand. You are not filtering a pile of inbound applications — you are choosing from people who already cleared a bar.
Salary is on the table from the first message
Every role publishes a band. No “competitive”, no discovery call to find out the number. That is why the reply rate is 68% and the median time from first message to signed offer is 14 days.
You reach people who are not applying anywhere
Most of the strongest candidates are not job hunting. They are reachable, quietly, when the role and the money are right — and each of them takes at most three company approaches a month, so yours is not competing with fifty others.
Flat per-seat pricing
No per-hire fee, no contingency percentage, no agency markup on the salary. You pay for seats, not for outcomes you already paid a salary for.
Questions
- What makes a technical search move quickly?
- A real salary band, a brief that names the actual problem the hire will own, and a process with fewer than four stages. Roles with all three typically close in about two weeks.
- Do you replace our in-house recruiters?
- No — most teams use this alongside their own pipeline. You get direct access to a vetted candidate pool rather than an outsourced process.
- How are candidates vetted?
- Profiles are reviewed by hand before a candidate can be matched: real experience, real seniority, and stated preferences that make outreach worth their time.