Build Legendary Teams, at Startup Speed.
From founding engineers to fractional CTOs, we place the technical talent that turns venture-backed ideas into category-defining companies. Startup-native recruiting with the speed, precision, and cultural fluency your stage demands.
What We Staff
Every Role Your Startup Needs. One Partner.
Six specialized practice areas built for the unique demands of venture-backed technology companies. We speak your stack, understand your stage, and move at your pace.
Founding Engineers
Your first ten engineers define your entire technical DNA. We source battle-tested builders who thrive in ambiguity, write production code on Day 1, and shape architecture decisions that scale from prototype to millions of users. These are the people who build the plane while flying it.
Our Process
From Kickoff to First Hire, Built for Speed
A four-phase delivery framework designed for the urgency of venture-backed hiring. No bureaucracy, no resume dumps — just precision-matched talent, fast.
Ecosystem Immersion
We embed ourselves in your startup. Our team maps your tech stack, funding stage, burn rate constraints, equity philosophy, and culture to understand what a winning hire looks like. We learn your product roadmap so we can sell candidates on the vision, not just the job description.
Talent Sprint
Speed is oxygen for startups. Within 72 hours of kickoff, we activate our network of 15,000+ startup-experienced engineers and operators. Our sourcing engine targets candidates already working in your domain, at your stage, and with your specific tech stack, delivering a curated shortlist, not a resume flood.
Culture-Fit Vetting
Technical skills get candidates in; culture fit keeps them there. Every candidate goes through live technical assessments and structured behavioral interviews calibrated to startup environments. We evaluate bias for action, comfort with ambiguity, communication style, and founder-alignment, the traits that predict startup success.
Rapid Deployment
We do not disappear after the offer letter. Our team manages offer negotiation, counter-offer defense, notice period tracking, and Day 1 onboarding support. Post-placement check-ins at 30, 60, and 90 days ensure your new hire is ramping and retained. Our 92% stickiness rate speaks for itself.
Stage-Specific Expertise
We Hire for Every Stage of Growth
Different stages demand different talent profiles. A Series A engineering hire looks nothing like a Pre-IPO staff engineer. We know the difference and recruit accordingly.
Pre-Seed
1–5 peopleFounding team formation. Every hire is make-or-break.
Seed
5–15 peopleProduct-market fit pursuit. Speed and iteration velocity matter most.
Series A
15–40 peopleScaling what works. Building repeatable processes and first leadership layer.
Series B
40–120 peopleGrowth engine. Specialization begins and platform teams emerge.
Series C+
120–500 peopleMarket leadership. Enterprise readiness and multi-product expansion.
Pre-IPO
500+ peoplePublic-readiness. Governance, compliance, and executive bench depth.
FAQ
Startup Hiring Questions, Answered
How fast can you fill roles for an early-stage startup?
Do you understand equity compensation and startup pay structures?
Can you help us hire remote or distributed engineering teams?
What if a hire does not work out within the first 90 days?
How do you evaluate candidates for startup culture fit?
Do you work with non-technical startup roles too?
What is your pricing model for startup staffing?
Ready to Scale Your Startup Team?
Get a custom hiring plan with candidate profiles, comp benchmarks, and timeline \u2014 built for your stage, stack, and runway.