Contingency-based technical recruiting built exclusively for seed through Series B startups. No retainers. No risk. Just results.
Average time-to-fill
Offer close rate
Candidate retention
Startup recruiting
Most agencies hand you resumes. We hand you a hiring function.
A deep-dive call to align on your team, tech stack, culture, and exactly what "great" looks like for the role. No generic job specs.
Sourced by a human with a personal touch on every message. Not spray-and-pray. A vetted shortlist of passive candidates within 7 days, screened for technical fit, culture, and motivation.
Structured interview loops, comp benchmarking, offer support, and ATS hygiene. You're not just filling a role. You're building a hiring function that scales.
I spent 10 years building the recruiting functions other agencies just promise. Inside MANTL (acquired by Alkami), Button, and Jobspring, I scaled teams through Series A, B, and into acquisition. Built the offer workflows, interview loops, and ATS systems from the inside.
Now I bring all of that to founders who don't have time to figure it out themselves.
You're not hiring a recruiter who pivoted into agency work. You're hiring an operator who chose to.
Leading TA strategy across MANTL business unit. Managing 5 recruiters, 234+ headcount workforce planning, and executive reporting.
Scaled company from 20 to 150+ employees across Series A through Series B and into acquisition. Built recruiting infrastructure from scratch.
40+ engineering and GTM hires. Reduced time-to-fill from 40 to 14 days. 95% close rate. Candidate NPS 5/5. Two company awards for recruiting excellence.
$300K+ monthly revenue. 190+ hiring manager partnerships. 40+ placements, 100% retention rate.
These aren't projections. These are results from a decade of building recruiting functions inside high-growth startups.
Scale your team from early traction through Series B and acquisition.
Build trusted partnerships across engineering, product, and GTM teams.
Fill roles in days, not months, through process and pipeline discipline.
Deliver a candidate experience that protects your brand.
Most founders compare agencies to each other. The real comparison is what every option actually costs you before a single hire lands.
Enter the comp you're targeting. See the math instantly.
Estimates only. OneWay rates: 12% first IC hire, 8% subsequent IC hires, 15% Manager & above. All on starting base salary. In-house cost based on a fully loaded recruiter at ~$14.5K/mo (base, LinkedIn Recruiter seat, sourcing tools) and the deck's 30 to 60 day ramp average.
Contingency only. No retainers, no upfront costs. The fee is due upon your new hire's first day of employment.
If a candidate exits voluntarily or is terminated for performance within 30 days, we replace them at no additional cost.
Invoice is due 30 days from your new hire's start date. Simple and predictable.
Work with us alongside your internal team or other firms. No exclusivity required unless negotiated.
Any candidate we introduce is protected for 12 months. Fair and transparent ownership.
We work with some of the most exciting seed through Series B companies building in engineering and product. Here's what working with us looks like.
Frontend, backend, full-stack, infrastructure, data, and machine learning engineers at companies solving hard problems. We know the technical bar and what teams are actually looking for.
Product managers, directors, and VPs who thrive in ambiguity. Early-stage companies need PMs who can operate without a playbook. We find them.
No resume blasting. We take the time to understand your career goals, comp expectations, and what kind of environment brings out your best work.
You'll know what the role pays, what the team looks like, and what the interview process is before you commit your time. We don't waste yours.
"Chris built a large part of our technical team. He loves what he does, and leans into all stages of the hiring process. It's a treat to work with Chris."
"One of the most attentive and proactive recruiters I've ever worked with. The right candidate matters more to him than the quantity of candidates."
"Chris has been very thorough and diligent. He made the whole interview process very straightforward for me."
Immediately. After a 30-minute intake call to align on the role, team, and what "great" looks like, I begin sourcing within 24 hours. Most clients see their first shortlist within the first week.
You're covered by a 30-day replacement guarantee. If the candidate leaves voluntarily or is terminated for performance within 30 days, I replace them at no additional cost. No questions, no hassle.
No. The default is non-exclusive. You can work with your internal team, other firms, or both alongside me. Exclusivity is only by mutual agreement, never required.
Engineering and Product roles at seed through Series B startups. That includes frontend, backend, full-stack, infrastructure, data, and ML engineers, plus product managers, directors, and VPs. I don't do generalist recruiting. This is the only thing I do.
I'm a solo operator with AI-driven workflows and zero overhead. No office, no layers of account managers, no bloat. I pass those savings directly to clients. The sliding scale (12% first hire, 8% subsequent) rewards the relationship, not the transaction.
Every engagement includes structured interview design, ATS hygiene (Greenhouse), intake frameworks, and workflow optimization. You're not just hiring for one role. You're building a process that scales. This is included in the placement fee, not an add-on.
Whether you have an open role today or want to think through your hiring strategy for the next quarter, the first conversation is always free.
Thanks for reaching out. Christopher will get back to you within 24 hours.
30-minute call · No commitment · No pitch
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