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Every shortlist candidate comes with a written case: what they've built, where they're risky, what they cost and why they'd say yes. You spend your time on interviews that matter.

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Shortlist · candidate 2 of 3

Daniel O.

Staff Data Engineer · 11 yrs · Austin, TX

DO
Strengths
Rebuilt a 40-person company's warehouse on dbt in six months; retired 200+ legacy jobs along the way.
Risks
Hasn't managed people formally. Has mentored three engineers to senior; wants the title eventually.
Compensation
Currently $188k base. Targeting $205k. Flexible on equity for the right scope.
Why they'd say yes
Wants to own architecture, not tickets. Your roadmap is exactly the problem they keep describing.

Screened by: practitioner, data desk

Notice · 2 wks

01 / Engagement models

Same bar. Different commitments.

The recruiting is identical across all four. What changes is who employs the person, how long you're committed, and how you pay. All terms are in writing before we start.

Who employs them
You, from day one
How you pay
A share of first-year base, on start
Commitment
Permanent
Typical start
~21 days to offer
Guarantee
Free replacement within 90 days
Best for
Core, long-term roles

90days

02 / The guarantee

If it doesn't work, we fix it. Free.

If a direct hire leaves or isn't working out within 90 days, we run the search again at no cost. For contractors, we'll have a replacement shortlist in five business days and won't bill for the gap.

  • No exclusivity required
  • No fee unless you hire
  • Terms in writing, upfront
  • 30/60/90-day check-ins

03 / Start a search

Two minutes now. Three names in 72 hours.

  1. 01We reach out within four business hours.
  2. 02A 30-minute intake with the hiring manager.
  3. 03Your shortlist, with briefs, 72 hours later.

  1. The role

  2. The shape

  3. About you

Who are you looking for?

Discipline
Engagement

04 / Questions

Asked on every first call.

  • Most agencies are paid to send volume, so they do. We're measured on how many of our shortlisted candidates you'd hire, which pushes us to send fewer, better people. Every candidate has spoken with us at least twice, once with a practitioner in their field, and comes with a written brief.