Pick the engagement that matches the shape of your hiring problem.
Some teams need an embedded team running every search. Some need help on a single critical hire. Some just need to know who in their market is open to a conversation this week. We do all three - and we'll tell you which fits.
Contract
Your recruiting team. Just ours.
We embed a team of 2–4 senior recruiters into your hiring process. We run every search, manage every pipeline, sit in your standups. Flat monthly fee, no per-hire %. You get a recruiting org without building one.
- Embedded recruiters in your tools (Slack, ATS, calendar)
- All open roles covered, not just priority ones
- Monthly cost is fixed - predictable to budget
- Cheaper than contingent past 3 hires/quarter
Contingent
One critical search. Done right.
You only pay when someone signs. We work the role like it's the only one we have. Senior recruiter, full pipeline build, hand-managed outreach, weekly readouts. 22% of base on close - refundable if they don't make it past 90 days.
- % on hire - no upfront cost
- Senior recruiter assigned, not a junior
- 90-day replacement guarantee
- Pulse intel on the role's talent market included
Sourcing Pulse
Sourcing-as-a-Service
Calibrated leads delivered weekly straight into your ATS - ready for your team to sequence and run. You keep outreach in-house and own the candidate flow.
- Weekly calibrated leads to your ATS
- Calibration call + scorecard
- Refresh & re-calibrate on request
- Self-serve - your team owns sequencing
- Cancel anytime
Most teams find out their best candidates went somewhere else three weeks late.
Sourcing Pulse is what happens when you hire a research firm instead of a recruiter. We watch the movement in your specific market - not LinkedIn-wide noise - and tell you what changed every week.
No outreach. No interviews. No close. Just signal you act on however you want - usually that's a warm reach-out from your founder before the rest of the market notices.
Sr. Rust Eng @ Cloudflare, 2.8y tenure - posted #opentowork 3d ago
Staff Data PE @ Discord, 4.1y - equity vest cliff next month
DataDog OSS team - 2 ICs publicly endorsed competitor product on X
Sarah J. (PlanetScale) - 90d contract ending, no renewal posted
Principal SRE @ Vercel - interviewing actively (Repvue thread)
Pick by the question you keep asking yourself.
Most clients run two of these together.
Contract for the bulk of hiring + Pulse for founder-led senior outreach is the most common combo. Or: Contingent for one hard role + Pulse so you're never sourcing-cold again. We'll suggest the mix in a 30-min call.
Tell us the role. We'll tell you the engagement.
30 minutes with our partner. No deck. We'll tell you which of the three fits - even if it's none of them.