Common questions
Tech scale-ups from Series B to D, usually 100 to 500 employees, hiring across engineering, product, sales, and operations. We've worked with global SaaS, fintech, consumer tech, and e-commerce companies expanding internationally. If you're building or scaling a team and your internal recruiting can't keep up, you're probably a fit.
We embed recruiters and sourcers directly into your team. They use your tools, attend your standups, work with your hiring managers, and look like part of your in-house TA function. Typical engagements run six months to two years, but we've done shorter bursts for specific hiring waves and multi-year partnerships that scale up and down with demand.
First call within one business day. From kickoff to embedded recruiters actively working on roles is usually two to four weeks, depending on team size and onboarding logistics.
Agencies are paid per placement and optimize for volume. We're a flat-fee partner who acts as your team. That changes everything: we share market data openly, we say no to roles that aren't ready to hire, and we measure success on time-to-hire, quality of hires, and long-term retention rather than fees collected.
Most of our clients do. We supplement, not replace. Sometimes that's adding sourcing capacity for a hiring spike, sometimes it's covering specific verticals like engineering or exec search while internal teams focus elsewhere, sometimes it's helping a small TA team scale processes and tooling so they can grow.
Three places worth looking: our case studies show real engagements and outcomes, the Leaders in Talent podcast features conversations with TA leaders we've worked with, and the Talent Acquisition Trends 2026 report distills what we're seeing across 35+ talent functions right now.