Our Approach
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Posting jobs is reactive. It attracts people who are available, not people who actually move the needle.
The candidates we place are already employed and doing well. They’re not applying anywhere. Our job isn’t to collect applicants. It’s to get the right person interested enough to listen.
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From scratch. Every time.
No databases. No recycled lists. No “active candidates.” We manually map the market until we know exactly who can do the job and who looks good on paper but actually can’t.
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We don’t send job descriptions, and we don’t disclose the company name until we’re on a call.
We’re persistent about getting ten minutes on the phone. Once we have it, we’re very good at selling the opportunity. Outreach is about curiosity first, not information overload.
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Because our messages are better than everyone else’s.
We’ll spend up to two hours on a single message if that’s what it takes. Most of our time goes into research, so we reach out to the right person with the right angle. When someone reads our message, it’s obvious we did the work.
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You don’t need to be an industry expert to be elite at recruiting.
You need to understand exactly what a company is looking for and be great at getting candidates on the phone. We excel at both. Our track record across industries speaks for itself.
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We get a clean slate.
When we contact candidates, they don’t know the company yet, which means we control the first impression. We also take 50+ candidate calls per search. Most go nowhere. The 10% that don’t is where the elite talent lives.
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Because we deliver.
Almost all of our business is repeat or referral. One CEO introducing us to another. We’re urgent, scrappy, and relentless, but that’s just the baseline. What actually matters is our track record of closing the right people.
Process, Timeline, & Feedback
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Most of our searches are highly specific and niche.
Starting from zero gives us an unbiased view of the market and prevents us from chasing familiar but wrong profiles.
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People other recruiters never find.
They don’t match filters, titles, or keywords, but they’re doing the work. Finding them requires judgment, not software.
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Yes, because most roles are mis-labeled.
Companies often ask for something the market doesn’t actually offer. We tighten the role upfront so the search doesn’t drift or stall.
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Typically within 2–3 weeks.
Sometimes sooner, sometimes closer to three, depending on difficulty and timing. We move fast once the groundwork is done.
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That’s normal and required.
We ask for blunt, direct feedback on the first one or two candidates. What you like. What you don’t. What you want more or less of. Those early conversations tell us exactly how close we are.
Roles & Engagement
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Everything from CEOs and COOs down to EAs and analysts.
Any role where getting the wrong person is expensive and getting the right one actually changes things.
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Usually no.
Most searches are directly with the Founder or CEO. We can work with hiring managers, but only if they know the business inside and out. Financials, vision, problems, personalities.
Candidates test us constantly. If we can’t answer hard questions immediately, the credibility collapses.
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Yes, but we cap volume intentionally.
We’d rather complete three searches successfully than half-complete nine. Success rate matters more than throughput.
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That’s the core of our business.
We’re built for long-term partnerships. One placement doesn’t change our company. Two or three years of successful hiring together does.
Pricing & Guarantee
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Flat fee.
We never understood getting paid more or less based on a candidates salary. If we present someone above your budget, it’s because they’re exceptional, not because it benefits us. We don’t make an extra dollar either way.
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After a 30-minute intake call.
Once we understand the role and difficulty, we’ll give you a clear fee. At that point, you decide whether to move forward.
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We offer a 270-day guarantee.
If a candidate leaves within nine months, we replace them. No fine print. That’s possible because we’re selective upfront.
Candidate Quality & Results
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We’re not a resume factory.
We only send candidates we believe are 9s and 10s. Otherwise, it’s a waste of everyone’s time. We don’t stop the search until it’s finished.
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This is our specialty.
Hard, high-stakes, non-obvious searches. We have the placements and references to back it up.
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We know what candidates actually care about, and it’s usually not what companies think.
We explain the tradeoffs honestly and focus on what actually makes the role compelling.
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Because we don’t hype anything.
We manage expectations early, break decisions down logically, and make sure the move actually makes sense. That leads to confident yeses.
Getting Started
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A 30-minute intake call.
Why the role exists. Why it matters. What happens if it goes wrong.
From there, we take over.Contact our team to get started