We learn your brand, shortlist in days, and charge 1× monthly salary. No retainers. No CV spam. Just the right people, fast.
1×
monthly salary
⅓ upfront · ⅔ on hire
5–7
day shortlist
First candidates in a week
DTC
& ecom roles
Ops · Creative · Growth · Tech
Part of your team, not your inbox.
We learn your model, culture, and org structure before we go to market, as an extension of your founding team, not an agency sending speculative profiles.
Candidates arrive already sold.
We give them the real detail: your channel mix, your growth story, what it actually feels like to work with you. They arrive informed, not surprised.
Fit over placement.
We pressure test expectations, pace, autonomy, and what success looks like at month six. We advise on structure so the role is attractive and built to last.
Built for talent who can choose.
We work exclusively with founders who support flexible, remote work, because that's where high calibre talent is, and why our introductions convert.
We take accountability
for results, with you.
The profiles we bring aren't just people who can do a job. We bring you slightly different visions of your company. Should your Head of Operations have deep supplier relationships in Asia, or someone who thrives in ambiguity and builds from scratch? We ask the questions others don't.
We understand your business model and how a role can evolve over time, shaping the company, not just filling a seat.
No artificial pressure. No "pick the best of a bad batch." If you don't feel confident moving forward with anyone we've shortlisted, we keep going, together.
What uncertainty are you trying to resolve?
— the one question we ask first.
That single question, asked together, surfaces three failure modes founders rarely catch in themselves:
We solve the risk, with you. We don't add more noise.
Eight tentacles, three hard signals. Reach without the right response means nothing, these are ours.
10K+
LinkedIn connections
Built one conversation at a time. Reach that compounds quietly, role after role.
80–100%
InMail open rates
Far above the 40–60% industry average. Messages that read like a person, not a pitch.
50%+
Response rates
Multiples of the typical 10–20% reply rate. Replies even from candidates we don't end up placing.
From EEA and Eastern Europe to LATAM, the Philippines, and North America, we recruit where the talent is, not where it's convenient.
We take on most roles, not because we've done everything, but because we partner closely enough to understand the scope, requirements, and trajectory. If you know where this role sits in your business plan, we can work from there.
Compensation constraints and multi region complexity are always discussed upfront.
Every candidate we speak to carries your story, your values, your ambition, your culture. We are your advocates in the market. But the best placements happen when candidates feel respected too.
Candidates become advocates. Clients become magnets for future talent. The relationship outlasts the placement, and that is by design.
Most recruiting pricing models reward the wrong behavior — more meetings, more CVs, longer searches. We structure pricing around outcomes instead.
1× monthly salary
of the successful hire
The questions founders raise before they book the call. If yours isn't here, ask it on the call itself, we prefer the harder ones.
The job is built on continuously building relationships across a diverse set of roles. Working as a stand-alone IC inside one team actively gets in the way of that. The reach we bring you is the by-product of speaking to a Head of Operations one week, a UI/UX & CRO Designer the next, a Video Editor after that. That range is what makes the next introduction land. An IC running one role at a time, in one company, loses that compounding effect within months.
We extend internal teams. We do not compete with them. We pick up the searches they do not have bandwidth or network for, founder-replacement hires, senior leadership, multi-region, and run them in lockstep with the people you already trust.
By design. We take on the number of searches we can run with full attention, and we are honest at intake when we do not have room. A handful of accountable searches beats a roster of half-attended ones.
Decisions get made fast, and the people we put in front of you speak to the person whose vision they would actually be joining. That is where our work compounds. In layered orgs the signal we offer is diluted in committee, and the candidates who choose you most carefully feel the difference first.
Because high calibre talent has the choice, and the best ones increasingly use it. Working only with founders who support flexible, remote work is why our introductions convert. It is also why we can recruit where the talent is, not within commute distance.
Mutual investment. It signals you are serious about hiring, and it lets us commit the time the search deserves. The remaining two thirds are tied to the outcome you actually wanted, a successful placement.
We expect it. The intake call surfaces a lot. The market surfaces more. If the role evolves, we re-scope together. That is partnership, not vendor billing.
Yes. Founder-replacement and executive searches are a meaningful share of the work. Discretion is the default, not a feature.
We ask first whether we can run the search well, not whether we have run one in your sector before. If we cannot, we say so, and often refer you to someone who can.
No. Pricing is 1× monthly salary of the successful hire, one third upfront, two thirds on hire. Not a retainer. Not a fixed percentage of annual. We earn the next search by closing the current one well.
More logistics, pricing detail, and timelines on the FAQ page.
Book a short intro call. No pressure, we'll ask the questions no one else has asked you about your business.
Bootstrapped an award winning HRtech software company to revenue. 7+ years in hiring with a background in psychology. Recognised as the youngest voice of a new era of leaders out of 2,400 nominees by The Female Factor. Partners from the perspective of the business, not a recruiter.
PhD in Gender Studies, major in psychology. Natural talent for understanding what drives people and assessing long term fit. Speaks English, Portuguese, and Spanish with in depth knowledge of the LATAM talent market.
