01
Dual-fluency talent
The hardest hires in this market speak two languages at once: modern AI systems and the regulated healthcare domain they deploy into. That intersection is thin. We live there, and our screens are built to find it.
Industries / AI-Powered Healthcare
One market,all the wayin.
Digital health and health-AI companies are our primary vertical, whether the company is spending a fresh round or sitting inside a PE portfolio. The capital found this market. The people who can build in it are the bottleneck, and finding them is the job we built the firm around.
Why we're built for this
The intersection is thin.We live there.
02
End-to-end, embedded
Your team interviews. We run the rest of the cycle: sourcing, vetting, scheduling, candidate management, pre-close, weekly standups. The whole function, inside your company, on a subscription with no placement fees.
03
Rigor your board recognizes
A calibrated playbook, weighted scorecards, blind scoring, and a live portal. The structured process your investors expect from a product launch, applied to every hire, with a report you can defend in the boardroom.
Where we meet you
Two moments,one playbook.
Venture-backed
After the raise
Series A through growth, in the window when fresh capital is supposed to become a team. The months right after a round are when the hiring plan succeeds or quietly dies, and every quarter a key seat stays open is runway spent without the capability it was raised to buy. We move on the load-bearing seats first and run the search with the discipline you gave the round itself.
- Engineering, product, GTM, clinical, and operations leadership
- Week-to-week terms that flex with the runway
- Hiring velocity reported like burn: seats filled against plan
PE portfolio
Across the portfolio
For sponsors holding healthcare and health-AI companies, hiring is usually the least standardized function in the portfolio. We bring one playbook every company runs: the same scorecards, the same scoring rigor, the same board-ready reporting, applied to the operator placements that advance each value-creation plan.
- One hiring playbook, standardized across companies
- Board-ready reporting on every search
- Operator and executive placements tied to the value-creation plan
Roles we own
Hires that movethe needle.
A
Engineering & Product
The leadership hires that scale a 20-person team to 100 without losing the bar, in an environment where errors carry clinical consequences.
- VP / SVP Engineering
- Heads of Product, CTOs
- ML and applied-AI engineering leadership
- Heads of Platform, Infrastructure, Data
B
Go-to-Market
The sellers and marketers who have actually carried a deal through a clinical champion, a security review, and a procurement committee.
- CRO, VP Sales, Heads of Revenue
- VP / Heads of Marketing
- Customer Success leadership
- First-line sales managers
C
Clinical & Operations
The leaders who build the operating model behind the product and keep it defensible as it scales.
- Heads of Clinical Operations
- Chief Medical Officers
- Regulatory, Quality, Compliance
- RCM, Payer Strategy, Clinical Ops
D
G&A & Executive
Finance leadership for the next round. People function for 50 to 200. The operators who make scaling possible.
- CFO, VP Finance, Heads of FP&A
- CHRO, Heads of People
- General Counsel, Heads of Legal
- COO, Chief of Staff
Outcomes
What this looks like,in numbers.
0%
Retention at twelve months. Approximately twice the industry average.
0mo
Placement guarantee. Five times the industry standard.
0days
Median time from kickoff to accepted offer.
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.