Practitioner vetting is the product
Recruiters read CVs. Practitioners read work. Every shortlist is screened by someone currently doing the role, which is the difference between keyword adjacency and demonstrated ownership.
Technical Recruiting Agency
Technical Recruiting Agency for Startups
One search partner across engineering, product, and technical marketing.
A technical recruiter is only useful if engineers take the conversation seriously. Ours do, because every candidate is assessed by a practitioner currently doing the job before your team spends an interview on them. We run talent acquisition for startups across three connected disciplines: software engineering, product, and technical marketing. One agency, one context, so what we learn calibrating your engineering search sharpens the product and marketing ones.
Hiring companies pay the fee. Exclusive search from 17% · Retained search at 20%.
Roles and Teams
Where We Add Recruiting Depth
Software engineering
Engineering leadership
Product management
Product leadership
Technical marketing
Applied AI and data
GTM and forward deployed engineering
Founding and first hires
What We Know
The Search Changes With the Business Context
Fifteen-plus years working with startup founders and HR professionals informs how we define, assess, and close technical talent.
Diagnosis before the search
We establish the business constraint, success measures, scope, and compensation before any outreach. Half the value of a good search happens before sourcing starts.
Three disciplines, one context
Engineering, product, and marketing searches at the same company inform each other. Splitting them across agencies discards that context with every handoff.
Startup range over pedigree
A strong operator from a mature company can fail in ambiguity. We test stage fit, operating range, and appetite for hands-on work, not employer logos.
The market sets the close
Compensation calibration, interview speed, and candidate experience decide offers in technical markets. We manage all three through to a signed acceptance.
Seed
Protect runway. Hire a hands-on builder with enough range to create the function, not merely occupy it.
Series A
Add repeatability without unnecessary layers. Prioritize people who build systems while continuing to execute.
Series B
Hire for scale and durable ownership. Decide whether leadership depth or a senior IC removes the constraint faster.
Avoidable Hiring Errors
Where Searches Go Wrong
- Splitting connected searches across agencies that never compare notes
- Letting a keyword screen reject the strongest unconventional candidates
- Running technical interviews without anyone technical calibrating them
- Treating recruiting as sourcing when the constraint is role definition
Frequently Asked
What does a technical recruiting agency do?
It designs the role with you, sources the market, has practitioners assess candidates, runs the interview logistics, and manages compensation through to acceptance. The hiring company pays the fee.
How much does a technical recruiter cost?
Our exclusive searches begin at a 17% placement fee. Retained searches for leadership and other high-consequence hires use a 20% engagement. Candidates pay nothing.
How is talent acquisition for startups different?
Startup searches carry more ambiguity per role: the scope is unsettled, the market is scarce, and a wrong hire costs runway. The search has to test judgment and range, not tenure.
Which roles do you cover?
Software engineering is our core, alongside engineering leadership, product management and leadership, technical marketing, applied AI, and technical go-to-market roles.
Know the Role. Then Run the Right Search.
Start with the free planner or speak with us about a technical search. We work for the hiring company across the US and Canada.