Why startups hire with us
Other agencies send you resumes. We send you the people worth interviewing, chosen by recruiters who have actually built startup teams.
We only do startups
Not a generalist desk that dabbles. Every mandate we take is a startup mandate, so we already know your pace, your ownership culture, and the blended tech and non-tech roles a growing team actually needs.
Proprietary agentic AI
We built our own agentic tool that learns from every assessment, screen, and rejection reason. It models the exact persona your role needs, so each shortlist lands sharper than the last and your time-to-fill keeps falling.
You interview a shortlist, not a slush pile
Every candidate clears a hard screen and is mapped to your brief before you ever see them. You spend your hours on finalists worth hiring, not the filler the rest of the market forwards.
Built for startup chaos
Roles change, priorities shift, timelines move. That is startup hiring, and we expect it. A brief that evolves speeds us up instead of sending us back to square one.
We tune the search to your team
Not a one-way stream of resumes. A close loop with your team that fits tighter the more you tell us.
We learn your standard first
Before we touch the market, we sit with the people who own the role and pull out what good actually means here. You will not find that written on a job posting.
A short list, well briefed
You get a handful of names, not a stack, and each one arrives with the context to judge it quickly. The more you react, the closer the next batch lands.
We trade on the why
A plain yes or no moves nothing forward. The one line on why a candidate did or did not fit is what turns a near miss into a signed offer, so we pull it out of every round.
We mind the human side
Strong people lose interest when a process stalls. We track how the search feels from their seat and tell you the moment someone starts to drift.
One place for everything
No scattered threads or rival trackers. The whole search lives in a single shared sheet, ordered around the skills the role genuinely cannot do without.
It runs on candour
Fast replies and blunt feedback are the fuel. Give us both and the search moves at the speed a startup actually needs.
The roles we fill
From GTM leadership to core AI and ML to the mid-level operators who keep a startup moving.
GTM hiring
Core AI / ML roles
Mid-level startup roles
Built by recruiters who have lived startup hiring
We have built early teams from the inside, so we know what right looks like before the role even opens.
My career has been built entirely in the chaos of startup hiring. Over eight years I helped set up early teams at Awign, drove high-volume GTM hiring for Unacademy's most profitable verticals, and closed highly niche mandates at Interview Kickstart. What I bring is not just recruitment experience. I bring startup context: I know early teams need people who can work without perfect systems, take ownership without direction, and stay effective when priorities shift. My approach is simple. Do not just find someone who can do the job today. Find someone who can grow with the chaos, the momentum, and the mission.
I am a leadership-hiring nerd who has spent years building teams inside high-growth startups like 91Springboard, Unacademy, and Interview Kickstart: hiring vertical heads, setting up teams from scratch, and partnering with founders on roles that never fit a standard job description. I have seen startup hiring from the inside, with all its urgency and ambiguity. It shaped one belief I hold strongly: great hiring is not a funnel problem, it is a relationship problem. The future of hiring is not finding candidates when a role opens. It is building relationships long before the role exists.
What we need from you, and what you get back
Three short steps. No long brief, no lock-in, no busywork on your side.
All we need is one call
A 30-minute conversation about the role, the team, and what right looks like. No 10-page brief, no busywork on your side.
A shortlist in under 30 days, or we keep going
You get a tight, vetted shortlist mapped to your brief from our 60,000-strong network. If the first one misses, we recalibrate and send the next. We are not done until you have people worth interviewing.
Start with a conversation, not a contract
The first call is a no-obligation look at your role and how we would approach it. You decide what happens next.
Tell us the role. See a shortlist in days, not weeks.
One call is all it takes to start. No long forms, no commitment, just a faster path to the right hire.