Senior engineering search, run by one person
No account managers, no handoffs, no junior sourcer working your req. You talk to the person doing the search.
Engagement models
Contingency Search
You pay only when someone starts. Best for one or two open roles where you want extra reach without extra commitment.
- No upfront cost
- First slate in 7–10 days
- 90-day replacement guarantee
Retained Search
A dedicated search for a role that matters: staff and above, or a first hire in a new function. Partial fee upfront, priority on my calendar.
- Full market map of the role
- Weekly pipeline review
- Offer strategy and negotiation
Embedded Recruiting
I join your team for a fixed period and run hiring end to end. Several roles at once, at a monthly rate instead of per-placement fees.
- Monthly, not per hire
- Your tools, your process
- Interview process design included
How an engagement runs
Four weeks from kickoff to signed offer, typically.
Kickoff call, calibration on two or three real profiles, agreement on the target market.
Five to eight vetted candidates with written notes on fit, motivation, and comp expectations.
I run scheduling and prep both sides. Feedback loops stay tight so good candidates don't go cold.
Comp benchmarking, offer strategy, counteroffer handling, and start-date support.
Roles I place
Mostly senior through staff and principal, plus first engineering-manager and director hires. Series A through public.
What it costs
- Contingency
- Percentage of first-year salary, due on start
- Retained
- Partial fee upfront, billed in three parts
- Embedded
- Flat monthly rate
- Guarantee
- 90-day free replacement
Rates depend on the role, seniority, and how many you're hiring, with volume and multi-role discounts available. Tell me what you're working on and I'll quote it straight. Nothing is billed before a candidate starts on contingency.
Not sure which fits?
Tell me about the role and I'll tell you honestly whether I'm the right person for it.
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