A recruiting department you turn on when you need it. And off when you don't.

One slot is one search lane, and it runs in whole months. A senior recruiter on your role, with the portal to prove the work, backed by an operating system that shows it. You see the pipeline, the scorecards, and every decision in your portal. When the hire is made, pause. When the next req opens, turn it back on. Slots cover individual-contributor through director roles. VP and above is a Principal Search, priced below, because the hire the company can't get wrong shouldn't be one lane among four.

• $7,500 per slot per month, month to month.
• $6,750 per month on a quarterly commitment.
• $5,750 per month on an annual commitment of 12 slot-months, billed monthly as you use them, usable over 18 months. Stop early and the months you used rebill at the quarterly rate. That's the whole clawback, and it's here on the page instead of in clause 14. If the engagement ends under the delivery standard, by either of us, the rebill is waived. You don't pay a penalty for our miss.
• Two months minimum to start. Our own placement data says hiring takes 60 days on average, and we'll walk you through the numbers on the first call. One-month recruiting is an activity report with an invoice.

Three interview-ready candidates in your loop every slot-month, or that month is free.

Interview-ready means they score against the scorecard your managers signed in week one, contact and interest confirmed, score visible in your portal. Names in a database don't count. If two months in a row come up short, either of us can end the engagement on the spot, and if we're the ones to call it, you keep everything: the pipeline, the scorecard, the market map. The short months stay free. We'd rather hand a month back than camp on a dry search.

No placement fees. One exception: cancel and then hire someone your team had already interviewed with us (it's logged in the portal), within 8 weeks, and that's one slot-month, guarantee included. If the engagement ended under the delivery standard, there's no tail at all: the pipeline is yours. Everything else you hire is yours, free, forever.

If a hire we placed leaves within 15 months, we rerun the search. Free.

They quit, they're let go for performance, it just isn't working, they're caught in a layoff and you're refilling the seat: covered. Tell us within 60 days of the departure. The rerun starts within 10 business days, we hold capacity for it, and it runs to the same standard and the same rules as a paid month: three interview-ready candidates a month, and if two months in a row of delivered candidates pass without an offer extended, either of us can close it out.

The conditions, all three, right here: you're hiring someone into the seat (if the position is gone and nobody's being hired into it, there's nothing to rerun). The backfill's base is within 10% of the departed hire's base or within the market band as of the departure, from our talent-cost analysis, whichever is broader, so a market that moved doesn't void your coverage. One replacement per hire.

The industry standard is 90 days. Twelve months is rare enough that firms brag about it. We hold ourselves to fifteen: the post-hire program below keeps us in the room for the first year, and we stand behind the hire for three months past it.

The math a CFO can check: a slot typically makes a hire about every two months. Call it three hires over two quarters: $40–45K with us, all-in, guarantee included. The same three hires at a 20–25% contingency fee on a $160K salary run $96–120K, covered for 90 days. Per hire that's roughly $13–15K against $32–40K.

Standard terms, pre-answered for GC review: 14-day termination notice (the two-month minimum survives it). The 8-week interview-loop tail, waived if the engagement ends under the delivery standard. Pause and resume mechanics; a hire made from our pipeline during a pause draws one slot-month and carries the guarantee. Security and data: DPA available on request; candidate data lives in your portal and leaves with you; sub-processors listed on request (email, database, and hosting infrastructure plus the two candidate-verification providers); security questionnaires answered within 5 business days. No SOC 2 certification yet; we say so up front.

Proof: A conversational-marketing company, 2 engineers in 2 weeks. A sales-tech startup, a 4-person SDR team in 5 weeks. Those were sprints with warm pipelines; the everyday number is the 60-day average, and we quote both in the same breath. CrowdComfort, 11 hires over 4 years. Virgin Pulse, roughly 100 hires a year at peak, delivered as a multi-slot embedded program, and then we built the in-house team that took over. That was the assignment, and it's the honest answer to "will you trap us": we build things that outgrow us on purpose.

Our clients' backers include General Catalyst, Matrix Partners, Define Ventures, and Google Ventures.

References on request: actual humans who will take your call.