Hire Faster, Grow Smarter
Full-service recruiting and business development for any industry.
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About Our Firm
We are a full-service recruiting and business development partner that designs scalable hiring engines and revenue programs, combining strategy, execution, and analytics to deliver measurable growth for companies at every stage.
Strategic Talent Acquisition
Align hiring plans with growth goals to fill critical roles predictably.
Workforce Planning
Translate growth targets into quarterly headcount by function, seniority, and location, using scenario models, capacity assumptions, and budget constraints. Identify critical-path roles, hiring sequences, and ramp timelines to maintain delivery commitments while controlling cost per hire and minimizing operational risk.
Role Architecture and Competency Mapping
Define clear role families, levels, and decision rights, then map measurable competencies to each. Build scorecards with observable behaviors, proficiency indicators, and weighting to standardize evaluation, accelerate calibration across interviewers, and ensure candidates are selected for proven impact rather than vague potential.
Employer Brand Positioning for Candidates
Craft differentiated narratives, value propositions, and proof points aligned to target talent personas. Audit career pages, Glassdoor presence, and social channels; produce authentic employee stories, benefits explainers, and role-specific messaging that increase qualified applications and reduce offer declines by addressing real motivations and concerns.
Sourcing and Market Mapping
Find qualified talent wherever they are through systematic outreach.
Multi-Channel Sourcing Engine
Combine programmatic ads, curated job boards, social platforms, and community forums with Boolean search on professional networks. Build repeatable lists, track source quality, and allocate budget dynamically to channels delivering response rates, skills match, and diversity improvements against defined sourcing targets.
Passive Candidate Engagement
Design outreach sequences with personalized relevance, timing, and medium preferences. Use competitive hooks, role impact statements, and compensation transparency to spark conversations, then nurture interest with micro-commitments, calendared follow-ups, and content that addresses common blockers for passive, high-performing professionals.
Competitive Talent Intelligence
Map target companies, org structures, compensation bands, and leadership changes to anticipate movements. Identify feeder teams, alumni clusters, and geographic pockets, informing sourcing strategy, interview calibration, and offer positioning that beats counteroffers without overspending or misaligning expectations.
Structured Interview Design
Create role-specific interview loops with consistent questions, anchored rubrics, and timeboxed agendas. Train interviewers to probe deeply, take objective notes, and avoid leading prompts, improving signal quality, reducing bias, and enabling faster, evidence-based hiring decisions during debriefs.
Practical Skills Testing
Use work samples, coding exercises, case studies, or writing tasks mirroring day-to-day responsibilities. Set scoring guides, time limits, and realistic data to measure readiness, not trivia. Provide candidates with clear instructions to ensure fairness and usefulness for both hiring team and applicant.
Behavioral and Psychometric Evaluation
Incorporate evidence-based behavioral questions, situational prompts, and validated assessments where appropriate. Interpret results alongside experience and references, never as stand-alone gates, to understand motivation, collaboration style, and resilience relevant to the role’s environment and stakeholders.
Services
Turnkey recruiting and business development offerings tailored to your stage, industry, and growth targets.
Full-Cycle Recruiting Program
Dedicated recruiters, sourcers, and coordinators run planning, sourcing, screening, and closing. Includes ATS setup, employer branding assets, structured interviews, and weekly dashboards. Best for scaling teams needing predictable pipelines across multiple functions and locations.
,500 per month + 12% success fee
Retained Executive Search
Research-led, confidential leadership hiring with competency mapping, board alignment, longlist development, outreach, evaluation, and rigorous referencing. We manage offer strategy and transition support to secure executives who match stage, culture, and growth mandates.
,000 fixed retainer, billed in three installments
Business Development Accelerator
Hands-on go-to-market support covering ICP definition, messaging, outbound sequences, partner motions, enablement assets, and CRM hygiene. We build repeatable pipeline engines, instrument attribution, and coach teams to increase qualified opportunities and improve forecast accuracy.
,000 per month, 3-month minimum
Diversity, Equity, and Inclusion Recruiting
Build diverse pipelines and equitable processes that improve outcomes.
Inclusive Job Descriptions and Outreach
Rewrite postings to remove exclusionary language, jargon, and unnecessary credentials. Highlight flexible arrangements, growth opportunities, and mission impact. Diversify imagery and testimonials, and prioritize outreach through communities, events, and networks trusted by underrepresented groups to expand reach without diluting standards.
Bias-Resistant Selection Mechanics
Implement anonymized resume reviews, structured scorecards, and panel diversity. Sequence interviews to isolate signals, enforce calibration meetings, and require written evidence for ratings, decreasing subjective variance and increasing fairness while maintaining rigor and speed.
Community and University Partnerships
Establish long-term relationships with universities, bootcamps, nonprofits, and professional associations. Sponsor workshops, offer mentoring, and create internship pathways that convert into pipelines, improving early-career hiring quality and widening access for candidates from diverse socioeconomic and educational backgrounds.
Executive and Specialized Search
Confidential, high-stakes hiring for leadership and niche experts.
C-Suite and VP Search
Run discreet, research-led searches across industries, leveraging board networks, investor referrals, and alumni groups. Align leadership competencies to strategy, culture, and stage. Manage references, backchannel validation, and offer design to secure executives who can scale teams, revenue, and governance.
Hard-to-Fill Technical Roles
Target scarce skill sets through niche forums, code repositories, conference rosters, and specialized communities. Present compelling problem statements, tech stack realities, and growth paths, converting passive experts by demonstrating autonomy, challenge, and measurable impact rather than generic perks or vague visions.
Stealth and Succession Replacements
Protect confidentiality with NDA-backed pipelines, limited briefing circles, and decoy postings when necessary. Structure interviews outside public calendars, coordinate references discreetly, and manage timing to transition responsibilities smoothly while preserving client brand reputation and team stability.
Hiring Operations and Automation
Streamline workflows with modern systems and compliant processes.
Onboarding and Retention Enablement
Convert accepted offers into long-term performance and engagement.
90-Day Onboarding Blueprints
Deliver role-specific plans covering objectives, learning milestones, stakeholder introductions, and early wins. Pair new hires with mentors, schedule feedback checkpoints, and supply resources that accelerate ramp, strengthen engagement, and convert accepted offers into measurable productivity within the first quarter.
Manager Enablement and Coaching
Equip managers with templates, talking points, and coaching routines for effective one-on-ones, feedback, and expectation setting. Provide workshops on delegation, accountability, and recognition that reduce attrition drivers and align new hires with culture and performance standards.
Early Tenure Metrics and Feedback Loops
Track ramp time, first-project quality, sentiment, and probation outcomes. Install pulse surveys, skip-levels, and exit preemption reviews. Use insights to adjust onboarding content, manager support, and role clarity, preventing preventable churn and reinforcing behaviors associated with long-term retention.
Ideal Customer Profile and Segmentation
Quantify the customers most likely to buy, retain, and expand by analyzing firmographics, pain intensities, triggers, and buying committees. Prioritize segments based on revenue potential, sales cycle length, and required investment to focus scarce resources where they compound results.
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Value Proposition and Messaging
Distill differentiators into concise, testable claims that address prioritized pains and outcomes. Produce messaging matrices by segment and persona, including objection handlers and proof sources, enabling consistent storytelling across website, outbound, demos, and proposals.
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Go-To-Market Roadmaps
Sequence campaigns, channels, and sales plays across quarters. Align timing to product readiness, seasonality, and budgets. Define owners, dependencies, and success metrics to coordinate marketing, sales, and customer success toward predictable pipeline and efficient revenue growth.
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Sales Enablement and Pipeline Growth
Equip teams to prospect, close, and forecast with confidence.
Partnerships and Channel Development
Multiply reach through the right alliances and programs.
Contact usPartner Sourcing and Evaluation
Identify complementary partners by customer overlap, capability fit, and cultural alignment. Vet operational readiness, lead-sharing processes, and value exchange. Start with pilot motions and defined success criteria to validate mutual benefit before committing deeper resources or joint investments.
Joint Marketing Motions
Plan co-branded webinars, content series, and events with shared promotion calendars. Align messaging, lead routing, and follow-up SLAs. Use attribution tags and dashboards to evaluate contribution from each partner and refine activities toward higher-quality pipeline creation.
Reseller and Referral Enablement
Create partner playbooks, demo environments, and incentive structures tailored to partner types. Train partner sellers on discovery, positioning, and pricing. Provide deal registration processes and responsive support that encourage proactive opportunity creation and protect margins.
Data, Insights, and Optimization
Make hiring and revenue decisions with reliable, actionable metrics.
- Recruiting KPI Dashboards Build real-time dashboards tracking time-to-source, time-to-fill, funnel conversion, offer acceptance, and cost efficiency by channel and role. Visualize bottlenecks, quality at hire, and diversity progress to drive targeted improvements without guesswork.
- Revenue Attribution and Cohort Analysis Connect marketing touches, sales activities, and customer outcomes across systems. Use multi-touch attribution and cohort retention views to understand what truly drives pipeline, conversions, and expansion, informing budget allocation and strategic focus.
- Experimentation and A/B Testing Run controlled tests on job titles, outreach templates, assessments, pricing, and messaging. Define hypotheses, guardrails, and success metrics. Analyze results rigorously to adopt winners, sunset underperformers, and share learnings that uplift both hiring and revenue programs.
Global, Legal, and Risk Readiness
Hire compliantly across borders and protect sensitive information.
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