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process
Six stages from first call to start date. Built for busy CTOs and Heads of Talent who need signal, not theater.
We cover role scope, team topology, compensation reality, interview committee, and decision timeline. You bring constraints, we bring market truth on what is actually hireable in the window you need.
You leave with a clear yes or no on moving to contract, plus a rough map of sourcing angles and risks. No generic pitch deck, no bait-and-switch on fees.
We send a short agreement that matches the tier we aligned on, contingency or retained. Terms include Net 30, replacement guarantee window, and non-circumvention language in plain English.
Legal and finance can review fast because there are no hidden fee mechanics. When signed, your calendar slot for the deep dive is reserved.
Technical review of stack, model lifecycle, evaluation harness, data dependencies, and failure modes you care about. We document the hiring bar in language your interviewers already use.
A shared scorecard and sourcing brief your team can reuse internally. We know what good looks like before we message a single candidate.
We map GitHub, Hugging Face, paper trails, and communities where your hire profile actually lives. Outbound is specific to your problem statements, never mail-merge fluff.
Up to five vetted profiles with written technical notes, mapped to your scorecard. You choose who enters your loop first.
We debrief after each round within forty-eight hours of your feedback, adjust the search if the bar drifts, and keep candidates warm without pressure tactics that embarrass your brand.
A tight funnel with fewer wasted onsite days. Offers land with compensation realism anchored to what we already validated.
Offer strategy, start date planning, and handoff for onboarding. We stay available for early-week-one questions that affect retention on technical culture fit.
Invoice on start date under contingency. Ninety-day guarantee clock begins with a clear path if something goes wrong.