A recruiting departmentyour portfolio doesn't build.
You back small teams that punch above their weight. Most of them have no talent function and no time to build one. A portfolio slot gives them a recruiting department they can share, and it makes you the fund that solved hiring.
Months, and $40,000a hire.
A contingency hire runs about $40,000 in fees, at 25 percent of a $160K salary. When that person leaves inside the year, the portfolio company pays it again. Multiply that across the companies you back and the number stops being a rounding error.
A slot is flat. It runs as many searches as the portfolio can feed it, and the only thing it optimizes for is hires that stay.
Shared across the portfolio.
One slot, shared across the portfolio
The slot runs searches for your portfolio companies, back-to-back. When one company's role closes, the slot points at the next company that needs it.
The same guarantee, company by company
Every hire carries the 15-month guarantee and the 12-month program after the start date. The standard does not change because the check came from the fund.
A portal for each company
Each company watches its own search run: live pipeline, blind scorecards, the playbook. You see a portfolio that is finally staffing itself with rigor.
What the fund gets,committed in writing.
Reserved capacity, in writing
Guaranteed room for your portfolio's searches, committed in your agreement rather than promised on a call. When a company is ready to hire, the lane is already there.
Talent-cost analyses across the portfolio
Any portfolio company can ask for a talent-cost analysis: what the market pays for the role, where the people are, and how long the hire will actually take.
A quarterly fund-level report
One read across the portfolio every quarter: hires made, time-to-hire, and slot utilization. You see how your companies are staffing without chasing each one for an update.
The rest, how many slots and how it is priced for your portfolio, we walk through on a call.