Hires that scale.
Your team interviews. We handle the rest — sourcing, vetting, scheduling, candidate management, pre-close, weekly standups, process iteration — end-to-end on a structured operating system. Live in a dashboard you can pull up any time. Stands alone or augments your existing recruiting team.
What keeps clients coming back.
The methodology below — the playbook, the sourcing engines, the scoring framework, the dashboard, the guarantee — is the engine. This is what it produces.
End-to-end service
Sourcing, vetting, pipeline building, scheduling, candidate management between rounds, pre-close calls, feedback loops, weekly standups, process iteration. Your team interviews. We handle the rest.
Hyper flexibility
Week-to-week, monthly, quarterly. As few as one role at a time. Turn it on when you need it, turn it off when you don't. Built around the way startups hire — not the way agencies want to bill.
About a third the cost
Contingent agencies charge 25–30% of salary per placement. Our weekly job slots come in near the cost of running recruiting yourself — without the overhead of building it.
Speed
43-day average time-to-fill. Stand up an entire team faster than a contingent firm fills one role. The engine below is what makes that consistent.
Specialization
Digital health, only. GTM, product, customer success, engineering — the hardest teams to build at a tech company. We've spent a decade learning these markets and we don't take work outside them.
Yours, not ours
Playbooks, scorecards, candidate notes, dashboards — proprietary to you. We're consultants, not a contingent firm. Pilot a single role to start. Everything we build stays with you.
Augments existing teams
Bolt onto an existing internal recruiting team. Cover hiring spikes, hard-to-fill roles, or leadership searches without replacing anyone. Same scorecards, same dashboard, same operating system.
Below: the operating system that makes all of the above possible.
Custom 22-point playbook per role. Three sourcing engines. Weighted scoring with dual rubrics and forced distribution. A live dashboard. A 15-month guarantee. Together, the framework that drives 93% retention at 12 months.
The 22-point custom playbook.
Every search starts with a 22-point plan, built specifically for the role — not pulled from a template, not duplicated from the last engagement. You see all 22 inputs from day one.
The playbook is the single source of truth for the search. It sets the ICP, the sourcing strategy, the interview structure, the scorecard, and the comp benchmarks before a single candidate enters the pipeline. Visible to your hiring team in the FoundHuman OS dashboard the moment the engagement is signed.
- Custom every time. 22 inputs are reset and tuned per role — never copy-pasted.
- Fully transparent. Your hiring team sees the plan we're running, not a status update.
- Calibrated together. A senior operator pressure-tests the playbook with your team before sourcing begins.
Three sourcing engines, in parallel.
Most firms run one channel and call it sourcing. We run three — every search, every time — so your finalists aren't dependent on which network had the right person available that week.
Each engine has its own playbook, its own owner, and its own metrics inside the FoundHuman OS dashboard. You see channel mix in real time, and we adjust as the data comes in.
Blind-scored, weighted, and ranked.
The decision is grounded in the rubric, not the loudest voice in the debrief. Every candidate is graded against the playbook before a single opinion enters the room.
- Weighted scorecards. Each dimension is weighted to what matters for this role — not equal-weighted by default.
- Dual rubrics. A holistic rubric (judgment, behavior, culture) and an analytic rubric (skills, depth, signal) are scored independently. A strong analytic score can't paper over a weak holistic signal.
- Blind submission. Scores are submitted independently before debrief. The first opinion in the room doesn't anchor the rest.
- Forced distribution. Candidates are ranked, not free-form rated. No more "everyone's a 4 out of 5" — you get a stack-ranked finalist list where the difference between #1 and #4 is real.
FoundHuman OS — your live dashboard.
Every search runs inside your own dashboard. Pipeline, scoring, comp benchmarks, channel performance, time-to-fill — visible the moment it happens.
Most firms send a Tuesday status email. We give you a real-time operating system. Your team can pull up any active search at any moment and see exactly where it stands — what's been sourced, who's been screened, how the rubric is trending, where the finalists are converging. No meetings to find out where you are.
- Real-time pipeline. Every candidate, every stage, every channel — updated as it happens.
- Scoring transparency. See the rubric and the rankings as they're built, not just at debrief.
- Process telemetry. Channel mix, time-to-fill, conversion at every step. The data you need to call audibles before a search drifts.
- Comp & market data. Live benchmarks against what comparable companies are paying for the role.
15 months. Five times the industry standard.
Most firms back the placement for 90 days. We back it for 15 months — because the rest of the system earns it. We measure success at month 12, not at the end of the warranty window.
If a placement leaves voluntarily inside the guarantee window, we replace the search at no additional fee. The window is long because the rest of the methodology means it almost never gets used.
What 65 days looks like.
Every engagement is different — but a senior search at a Series B company tends to track this rhythm.
See the methodology applied to your hire.
Tell us the role. We'll come back with a draft playbook, a sourcing approach, and a credible timeline before you commit.