How We Work

A search process built for rigor, not volume.

We run fewer searches at once so each one gets full attention. Here's exactly what that looks like — from intake call to day one.

1
Stage One

Role Alignment

We start with a deep intake call — not a form. We cover your tech stack, team dynamics, culture signals, comp range, timeline, and your real definition of a strong hire. Most recruiters skip this. It's why their shortlists miss.

We don't source a single candidate until we fully understand the role. That's not extra process — it's how you avoid wasted interview cycles.

Output: A written role brief we both agree on before sourcing begins. No ambiguity, no drift.

We cover in the intake call

Tech stack and architectural context
Team size, structure, and dynamics
Comp range and equity structure
Hiring timeline and decision process
Definition of strong — beyond the job description
Culture signals and red flags

How we source differently

Active network outreach Passive candidate engagement Technical community sourcing Direct referral network Open source contributor outreach Conference and meetup networks Prior placed candidate referrals
We don't lead with job board postings. The candidates who'll thrive in your role aren't applying anywhere.
2
Stage Two

Technical Sourcing

After the role brief is agreed, we source actively — not passively. That means targeted outreach into our technical network for engineers who aren't on the job market but might be open to the right conversation.

We don't post and pray. Every candidate we engage is contacted because they match specific signals from your role brief — not because they showed up in a keyword search.

Output: A pipeline of engaged, qualified candidates — sourced for this role, not recycled from a previous search.
3
Stage Three

Screening & Shortlist

Every candidate who reaches the shortlist has cleared three evaluation stages: a technical depth interview, a portfolio and code review, and an engineering judgment assessment. We look at what they've actually built — not just what they claim.

We send you a curated slate — typically 3 to 5 candidates — with a written rationale for each. You know why each person is there, what stood out, and what to probe in your own interviews.

Output: A tight shortlist with written candidate notes. You're interviewing people worth interviewing, not triaging a dump.

Sample shortlist view

Candidate A
5 yrs production ML · LangChain / RAG · shipped to 3M users
Strong recommend
Candidate B
MLOps focus · Kubeflow + SageMaker · strong system design
Strong recommend
Candidate C
LLM product background · ex-OpenAI vendor · fast learner
Consider — see notes

We stay active through

Interview debrief calls with both sides
Offer structure and negotiation support
Counter-offer preparation and coaching
Start date and onboarding check-in
Post-placement follow-up through the 90-day window
4
Stage Four

Close Support

We stay active through your entire decision process. That means being available for debrief calls after each interview, advising on offer structure, helping navigate negotiation, and staying in contact through day one.

Your close rate matters to us. Our reputation depends on searches that actually land — not searches that stall at the offer stage after five great interviews.

Output: A hired engineer on their start date, fully onboarded. And a 90-day replacement guarantee if things don't work out.

What to Expect

Typical search timeline.

Every search is different, but here's what most clients experience. Harder roles — niche AI, principal-level, specialized security — may run longer. We'll tell you that upfront, not three weeks in.

Day 1–3
Intake call, role brief written and agreed
Week 1–2
Active sourcing and first candidate outreach
Week 2–4
Technical screening and shortlist preparation
Week 4–8
Client interviews, offer, and close for most roles
Harder roles
Niche AI, principal+, specialized security — may extend to 10–12 weeks

Fee Structure

Clear, fair, no surprises.

20%
of first-year base salary, paid on the candidate's start date
Paid on start date
No payment until the engineer actually starts. No upfront retainer required.
No exclusivity required
Run us alongside your existing sources. We're confident in our results.
90-day replacement guarantee
If the hire leaves within 90 days for any covered reason, we replace at no charge.

Ready to start?

Start a search.

Book a call to walk through your open role. The intake call is free, direct, and usually takes 30 minutes.

Book a hiring call See roles we fill