Hires that scale.
Your team interviews. We run the rest of the cycle: sourcing, vetting, scheduling, candidate management, pre-close, weekly standups, and process iteration. End to end on a structured operating system.
How a search is runinside our operating system.
Our practice is recruiting for digital health, and only that. Ten years across the functions that are hardest to staff at a venture or sponsor backed company: product, engineering, go-to-market, clinical, and operations.
- 01
Plan
A twenty-two point playbook, calibrated to the role and pressure-tested with your hiring team before sourcing begins. Your team sees the playbook from day one as the operating document for the search.
- 02
Source
Three sourcing channels run in parallel on every search. Targeted inbound, named outbound to operators who fit the rubric, and warm introductions through ten years of operator and investor relationships.
- 03
Score
Candidates are evaluated against weighted rubrics in two dimensions: judgment and behavior, and skill and depth. Scores are submitted blind and the shortlist is ranked. The decision is grounded in the framework rather than the strongest voice in the debrief.
- 04
See
FoundHuman OS is the dashboard for your search. Pipeline, scoring, channel performance, compensation benchmarks, and time-to-fill update as they happen. The data replaces the weekly status meeting.
- 05
Guarantee
A fifteen-month placement guarantee, five times the industry standard. Ninety-three percent of placements remain in the role at twelve months. If a placement leaves inside the window, we run the search again at no additional fee.
- C-417Strong fit · technical leadership94
- C-392Strong fit · scaling teams89
- C-451Solid fit · domain depth86
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.