Make the right workforce decision before opening a search.
We help US and Canadian founders decide what to hire, automate, or redesign.
When hiring is the answer, we source, assess, and place the right person.
Answer a few questions → get a personalized hiring plan in minutes
The free Revenue per Employee Planner turns your constraint into ranked options: hire, automate, redesign, or augment
Strategy first. Recruiting when it creates leverage. The decision stays with you.
The Problem
Every bad hire lowers your revenue per employee. Every unnecessary hire does the same. The difference between growing and scaling is knowing exactly who to add, and who not to.
What You Get
See exactly which roles will move revenue per employee, and which ones won't. Hire only the positions that directly increase output relative to headcount.
Find out if your next hire has a clearly defined outcome, or if you're about to create a vague role that drags down output and confuses your team.
Identify whether your slowdown is a people problem or a process problem. Most teams hire when they should redesign. This tells you which one.
Get a clear score on how much output you're generating per person. See where you're overstaffed, understaffed, or misallocated.
Not how fast you want to hire. How fast you should. Based on your budget, stage, and bottlenecks. Most teams overestimate urgency.
A step-by-step plan for the next 30 days: who to hire, what to automate, and what to stop doing. Not theory. A concrete action plan.
The Revenue per Employee Planner
The Revenue per Employee Planner is our free planning tool. Answer structured questions about your team, roles, and goals; it applies our workforce architecture method and hands back ranked options. You make the decisions.
Opens in ChatGPT. How the planner works and what it won't do →
Our Approach
Every unnecessary hire lowers your revenue per employee.
Every wrong hire creates months of drag you can't undo.
We help you hire only when it's the right move, and know exactly who.
Who We Serve
For more than 15 years, we’ve helped startup founders and HR leaders across the US and Canada hire the people who build, ship, and grow technical products. Our core experience spans software engineering, product, and technical marketing.
Most companies hire to fill roles.
We help you hire only the roles that improve revenue per employee.
Beyond the Free Plan
We diagnose the bottleneck, design the role around measurable outcomes, and run the search. Human in the Loop Talent is paid by the hiring company, not candidates.
One partner. Full context. No wasted interviews.
We embed with your team, validate which roles actually improve output, and only open searches that will raise your revenue per employee.
17% placement fee · paid by the hiring company
For the hire that changes your company's trajectory.
Used for early-stage or leadership hires where getting it wrong costs 6+ months. Includes full assessment calibrated to output, not just credentials.
20% retained engagement · paid by the hiring company
Every engagement starts with the free hiring plan, so you know exactly what you need before spending a dollar.
Recommended on LinkedIn
Recommendations from professionals Patrick has recruited and supported across software engineering, cybersecurity, design, AI, and technical leadership.
“He found the perfect fit for both me and the company.”
Adam Hursey
Software Engineer
“He understands both the technical and human sides of recruiting.”
Jeffrey Gonzales
Cybersecurity Engineer
“He’s highly connected and impressed me with strong knowledge of the blockchain, crypto, and AI spaces.”
Dylan Ginoza
Product Design Lead
“He valued relationships over quick wins, making the hiring process refreshingly human.”
Gustavo Castillo
Chief Technology Officer
“His knowledge of the market makes him an effective negotiator.”
Eric S.
Smart Contract & Software Engineer
“Patrick made sure the entire hiring process went smoothly and efficiently.”
Wilson Huynh
Lead Product Designer
Excerpts from recommendations written about Patrick Dyer. Titles are shown for identification and do not imply employer endorsement. View Patrick’s LinkedIn recommendations →