SaaS recruiting agency for high-growth software companies

Our customers are venture capital-backed, high-growth tech and SaaS companies, from startup to growth stage and enterprise. We partner with you throughout your growth journey, providing stage-appropriate recruiting and talent solutions.

SaaS companies usually call us when they close a funding round or land large customers and need to hire quickly, when hiring is going well on one team and has stalled on another, or when they don’t know how long a hiring surge will last. We add recruiting capacity without adding W-2 headcount.

Our recruiters specialize by function. A sales or customer success search goes to one of our go-to-market recruiters, an engineering or product search to one of our technical recruiters, and a finance or people search to one of our G&A recruiters. Each has hired for that function at a company like yours, at a similar stage.

SaaS companies now compete for talent with the AI companies building frontier models. Those companies are hiring a lot of the best engineers, product people, and go-to-market talent, and paying huge sums to do it. That makes it harder for a startup or growth-stage SaaS company to win the same candidates.

What good looks like is changing at the same time. AI is changing the work in every function: engineers direct AI to write code, and salespeople and customer success teams use AI agents in their workflow. Someone who would have succeeded in a SaaS role three to five years ago isn’t necessarily the right hire today, and a job description written before that shift leads to mishires.

That’s why we define what each role needs now with your hiring managers before sourcing starts, including how the role uses AI on your team. Then we go after the people who fit, through outbound sourcing across the market, because most of them aren’t applying to jobs.

Two SaaS companies at the same stage can need very different people. Before a search starts, we learn how your business works: who you sell to (SMB, mid-market, or enterprise), your ARR and total contract value, how long your sales cycle runs, and whether the sale is consultative or closer to transactional. That tells us which candidates have succeeded in a seat like yours.

Your business model shapes sales, account management, and customer success hires most, and it matters for technical hires too. A small engineering team building a new product needs someone who has built from scratch before. A larger engineering organization needs someone who has worked inside an established engineering culture.

Another common mistake is hiring from the best-known company in your category. A salesperson from a category leader may never have sold without brand recognition and inbound leads doing some of the work. An engineer from a famous software company may have worked in a different programming language from the one your team uses. We recruit from a specific company when we can say why its people fit your team.

At an early-stage SaaS company, a handful of hires decide whether the business succeeds, and the job changes as fast as the product does. Everyone we put forward for a startup role has succeeded at a startup before.

At growth stage, the recruiting process often hasn’t caught up with the hiring plan. We bring structure to it, along with the market expertise to hit aggressive headcount targets. At enterprise, our recruiters plug into the process you already run and hire for roles with a defined scope, alongside your internal team.

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 SaaS hiring we do 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.