Notes
Field notes from the people who run the engagements — not marketing fluff.
Most JDs are aspirational fiction — every skill, every responsibility, every nice-to-have. Here's the 30/60/90 method we use to write descriptions that are honest with the candidate and with us.
Live coding tests performance under fake constraints. Async work tests what people actually do all day. Here's how we run the async assessment we run before any live time.
Most agencies stretch hiring across a quarter. Here's why we don't — and what changes when you compress the loop.
"Would you hire them again?" is the worst reference question. Here are five that surface real signal — and how to get a name they didn't put on the list.
The first ten hires are founder-driven and that's fine. Hire eleven breaks if the founder is still the bottleneck. Here's how to build a hiring loop that runs without you.
Most staffing firms stop the moment someone signs. The most important week starts there. Here's what ours looks like.
Recruiting fees are priced on outcomes you can't see. Here's a different way to think about what you're actually buying.
Time-zone math, payroll compliance, and the surprising thing about async-first hiring.
A 30-minute call. No deck, no fluff. We'll size the crew, scope the plan, and tell you if we're the right fit.
30
Days, max
Direct
Employment, not contracts
Vetted
Candidate network
0%
Recruiter markup