We operate two distinct models. Both are built around embedded, proactive headhunting. The difference is how they activate.
Our core model. For companies making a specific, high-stakes hire where precision matters more than volume.
Proactive sourcing — no job posting needed. Deep culture and role-fit vetting from the first conversation. Full support from kickoff to signed offer. The same embedded standard as RaaS, focused entirely on landing the right person for one critical seat.
When a single role carries outsized impact and there's no room for a mis-hire. Full embedded search, start to close, with nothing else competing for attention.
For confidential replacements, sensitive leadership changes, or searches that can't be posted publicly. Handled quietly, end to end.
Engage per search, with no monthly retainer. If hiring picks up later, moving into RaaS is a natural next step — not a new relationship.
RaaS is designed for companies navigating growth, hiring spikes, or continuous digital hiring. Instead of restarting every search with a new external recruiter, we operate as an embedded recruiting function that learns your company over time — improving alignment, speed, and candidate quality with every search.
Flexible activation. No per-hire commissions. No cold starts between searches.
When growth accelerates faster than your internal recruiting bandwidth. Activate embedded recruiting support for exactly as long as you need it — even a single month.
For companies continuously building Product, Engineering, Data, Design, or GTM teams. The longer we work together, the sharper the hiring alignment becomes.
Scale recruiting capacity up or down depending on growth cycles, launches, funding stages, or expansion periods. No fixed recruiting headcount between growth bursts.
Short weekly syncs on priorities, pipeline movement, and hiring blockers — no re-briefing, no lag.
Help thinking through hiring strategy, talent positioning, and market competitiveness — not just execution.
Every search sharpens understanding of candidate quality, team fit, and decision-making patterns.
Salary expectations and talent availability, visible from the first week — not after weeks of failed outreach.
We'll tell you honestly which structure makes more sense for your hiring volume, growth stage, and internal bandwidth. No pressure. No generic sales pitch.
Tell us what you're working with and we'll give you a direct, honest take on which model fits.