Recruiting across high-growth tech industries

We work with venture capital-backed, high-growth tech companies, from startup to growth stage and enterprise, with customers ranging from 15 employees to over 50,000. We partner with you throughout your growth journey, providing stage-appropriate recruiting and talent solutions.

Every company we work with hires across the same three functions: go-to-market, technical, and G&A. Our recruiters specialize by function, and we match each search with a recruiter who has hired in a similar environment at a similar stage.

Knowing your industry tells us which companies you compete with for candidates, and what those candidates expect from their next role.

• SaaS. Software companies that sell subscriptions, from product-led startups to enterprise platforms.
  SaaS recruiting
• Fintech. Companies building payments, lending, banking, investing, and financial software.
• Cybersecurity. Companies that build security products for other businesses.
• Data and AI. Companies building AI products and the data infrastructure behind them.
• Martech. Companies whose product is marketing and advertising technology.
• Healthtech. Companies building software and technology for healthcare.

We also recruit for high-growth tech companies outside these.

The technology industry is the most competitive market to hire for in the world. Top candidates have multiple offers and options, regardless of market conditions. There is more opportunity in tech right now, particularly in AI. Venture investment is up and large IPOs are happening, so more companies are competing for the same people.

Where that talent lives has changed too. After COVID, a lot of experienced tech talent left San Francisco, New York, and Austin for markets like Charlotte, Denver, and South Carolina. Now many companies in those tech hubs want people back in the office, and the pool of experienced candidates who live there is smaller than it was.

When the pool is smaller, you have to recruit better inside it. Our recruiters run outbound sourcing across the whole market instead of waiting on applicants, and we ask the best people we speak with who the best people they know are. For roles that can be remote or hybrid, we also have market expertise across a dozen-plus U.S. markets.

Ignoring stage is one of the oldest hiring mistakes. A candidate needs a track record of great outcomes in an environment like yours, at a similar stage. Someone from a well-known tech company who has never worked at a startup is a high-risk startup hire: the lack of process, the constant change, and the pressure suit fewer people than you’d expect.

An enterprise company needs the opposite: people who have succeeded inside large, established organizations and can plug into a process that already exists. We screen for stage fit in the recruiter interview instead of assuming it from the companies on a resume.

At kickoff, we review the roles with your hiring team and align on the interview process. Within 48 hours after the kickoff meeting, we meet with the hiring managers again to have a calibration meeting. We bring 10 candidate profiles to the table to ensure that we’re aligned and only interviewing relevant talent.

1. 48hours

   Calibration meeting

2. 3-7days

   Initial recruiter screens

3. 7-10days

   Hiring manager interviews

4. 2-3weeks

   Full qualified candidate pipeline per role

5. 30days

   Initial hires

6. 90days

   On track against the hiring plan

Initial recruiter screens happen in 3-7 days, and hiring manager interviews in 7-10 days. You have a full qualified candidate pipeline per role in 2-3 weeks. Initial hires typically land in roughly 30 days, and you’re on track against the hiring plan by 90. Time-to-fill runs 15-60 days depending on seniority and scope.

A common hiring mistake is picking the best of the first handful of people you speak to. We focus heavily on outbound sourcing to engage with a lot of talent. This ensures that you’re able to hire the best people on the market.

We also check track records. We tell candidates in the first round that we require references from previous direct managers at the offer stage. How candidates react to that tells us a lot.

Along the way, our recruiters meet with your hiring managers weekly and communicate updates daily in your chat channels. You also get weekly metrics from the delivery lead who manages recruiter performance. Our recruiters also have access to our tech stack that accelerates identifying and reaching out to top talent: strategic AI sourcing and AI resume matching, multi-step, multi-channel outreach, and job postings. Everything runs in your systems, and you own your data and your candidate pool.

Most of the hiring we do for high-growth tech companies runs through Embedded Recruiting and RPO: a recruiter working only on your business, inside your systems. If your hiring is consistent, or there’s enough work for at least one full-time recruiter, it also cuts down on cost-per-hire. The engagement scales with your hiring plan, from adding capacity to your internal recruiting team to running recruiting as your talent function. You can see how these engagements run in our case studies.