Industries
Built for teams wherethe hire matters most.
One primary vertical: AI-powered healthcare, at every stage and under every cap table. One expansion market: AI-native companies in regulated spaces. And one standing practice in behavioral health, an industry in crisis that needs what we build.
Specializationis the model.
The hardest hires in AI-powered healthcare are people fluent in two languages at once: modern AI systems and the regulated market they deploy into. That intersection is thin, and finding it takes a team that lives there.
So we serve one primary vertical, and we meet it wherever it lives: a venture-backed company spending a fresh round, or a PE portfolio standardizing hiring across everything it holds. Stage and ownership change the engagement. They do not change the market, and the market is the specialty. The expansion from there is AI-native companies in regulated, clinical-adjacent markets, running the same playbook and the same scoring rigor.
Why ABA isstill on this page.
ABA looks like the odd one out here, and it deserves an honest explanation. This is an industry in crisis. There are more open BCBA jobs in America than there are BCBAs to fill them. Turnover at the big agencies runs near or past one hundred percent a year. And while the seats sit empty, children diagnosed with autism wait months for the early intervention that works best when it starts now.
The industry's answer has been recruiting from another era: volume staffing, keyword matches, warm bodies fed into a burnout machine. That model caused the churn, and in this field churn is a clinical problem, because continuity of care is the treatment. We stay in ABA because this is the exact failure our method exists to fix: calibrated scorecards, credential-aware screens, and hiring built for retention. Behavioral health taught us healthcare hiring. We are not walking away from it while it burns.
The conversation beginsupstream of the role.
The first calls that matter are strategic. They surface what the business needs to accomplish over the next four quarters and where the talent question actually sits. Fifteen minutes is enough to start. We come prepared.