Tell us who you need. Meet 3-5 people worth hiring in 10 days.
We define the role with you, find the people, vet them right down to the interview, and see the hire through. Then we guarantee it for six months.
3-5
vetted people on your shortlist, each with an interview pack
10 days
from the brief call to your shortlist, on a date we agree up front
6 months
guarantee on every hire, terms
From “we need someone” to their first day.
-
Define
One call to agree the job before anyone is sourced.
- A job description people actually want to read
- What great looks like at one, three and twelve months
- A salary and equity benchmark for the role and market
- An interview plan, so your team knows who asks what
-
Find
Sourcing and headhunting across the UK and US. Most of the people you want aren’t applying for anything, so we go and find them.
-
Vet
Every candidate is checked right down to the interview before you meet them.
- ID and right-to-work check
- Employment history
- References confirmed through work email
- Engineers: a live technical interview on a real problem
- Go-to-market: results confirmed with former managers, then a live role-play or case
- Every live interview checked with our anti-cheat
-
Shortlist
3-5 vetted candidates by the date we agreed, each with an interview pack.
-
Hire
We stay on it until they start, and after.
- Interview scheduling and feedback
- Offer and negotiation
- Notice period
- Then the six-month guarantee
Pay as they stay.
A good hire shouldn’t cost a quarter of your runway on day one. Spread the fee across your hire’s first months instead.
- Placement fee
- For example X% of first-year base, due on start
- Instalments
- Spread across 6 months. Payment terms
- Guarantee
- Six months on every hire. Replacement or refund, and conditions
We do your first round.
Every candidate on your shortlist arrives with an interview pack, so your first conversation starts where ours ended.
- What we checked, and what we found
- How they did in the live interview or role-play
- Anything flagged, and how they answered the follow-up
- Where to push in your round
- Salary, equity and notice expectations
Interview pack
Candidate A
Founding account executive, London
Checked
- ID and right to workVerified
- Employment history3 of 3 roles confirmed
- References2, via work email
- Quota attainmentConfirmed by former manager
Live role-play, 38 minutes
“Churn dropped by about a third after I rebuilt onboarding.”
Flagged at 14:32 for a follow-up. Asked how it was measured: a specific answer, and the number matched what their old manager told us.
Push on in your round
Pricing objections, and how they hand deals to customer success.
Questions, answered.
What does it cost?
Placement fee, for example a percentage of first-year base, and any engagement fee. With pay as they stay, you can spread it across your hire’s first number months.
What if the hire doesn’t work out?
Every hire is guaranteed for six months. Guarantee terms: replacement or refund, and conditions.
How do you get to 3-5 people in 10 days?
We define the role properly on day one, so nobody is guessing. Then we headhunt rather than wait for applications, and vet as we go. If the market is thinner than we expected, you hear it from us early.
What’s in an interview pack?
What we checked and found, how they did in the live interview or role-play, anything our anti-cheat flagged and how they answered the follow-up, where to push in your round, and their salary, equity and notice expectations.
Do you work on an exclusive basis?
Exclusivity terms.
Can we hire in both the UK and the US?
Yes. We benchmark pay for the right market and run right-to-work checks for wherever your hire will work.
Prefer to write it down?
Send the brief and we’ll come back with questions, a plan and a date for your shortlist.