Hiring unique talent requires a uniquely structured – and tailored – process. We start with a thorough kick-off where we discuss the role, help you refine your company narrative, design the interview plan (often including a test assignment for the candidate to present), and align on compensation and title. With the big picture in place, we get to work finding the right talent.
The right candidates
After the kick-off, we map the market and connect with the most relevant talent globally. We share the narrative about the opportunity and carry out an initial interview. Once the first round is complete, we submit the most relevant candidates. For 80% of our assignments, we already know 80% of the talent mass, which means we can submit the first candidate within two weeks.
The right fit
When we’re near the end of the interview process, our focus shifts to completion. Signing the right candidate often involves a complex process of negotiation, discussing potential equity, re-aligning on the role, and making sure that chemistry and culture are a strong fit.
We know that every single candidate we help hire has a potentially huge impact on your future success, regardless of whether that role is in Engineering, Product, Sales, Marketing, or Operations. Which is why our Search process is never linear. We see it as a continuous feedback loop that requires weekly updates and close communication so that we can constantly fine-tune the search. And that’s how we ensure the right candidate every time.