—Welcome
We Connect Innovation-Driven Companies With Uncommon Talent
You want the best person out there, not the best person who happens to be looking for a job. The strongest candidates are busy getting the job done, not applying online. We find them anyway.
— About
Accuracy. Not Volume.
90%
Earn a first interview
of the candidates we submit
20 – 25%
Receive an offer
on our most competitive searches
24 hrs
Fastest VP-level intro
from launch to first interview
We have had VP-level searches where the candidate ultimately hired was introduced within 24 hours. For many of our searches, the person ultimately hired is introduced within the first one to two weeks. 90% of submitted candidates earned a first interview and 20 to 25% received offers, on some of the most competitive and specialized searches in our markets.
The numbers come from where we spend the effort. We invest heavily up front to understand what you are actually trying to accomplish: the written requirements, the real decision criteria, and the factors nobody has put into words yet. And when a candidate falls out of a process, we ask why, then move that question upstream so the next submission is more accurate than the last.
Most of our clients are people we have worked with before, as clients or as candidates. Some come back after ten years with a difficult project, because we got the nuance right last time. Referrals based on deep trust. Repeat clients based on deep trust. That is the whole business model.
— Why Candidates Say Yes
People move for missions, not job descriptions.
The people you want are well compensated, appreciated, and often holding retention incentives. A job description will not move them. A mission might.
So we take the time to understand what you are building and why it matters, well enough to tell that story credibly to someone who was not planning to move. We work as an extension of your team to enroll candidates in your goals and mission.
This matters most at the top. What is the strategic impact of hiring one of the best architects in the industry versus someone who is “probably good enough”? Filling the seat is easy. Maximizing who sits in it is the entire point of an accurate search.
— In Practice
Three searches that show the difference.
The architect nobody could recruit.
A client needed an architect from a major hyperscaler, and everyone assumed those people could not be pulled. We identified the right candidates, positioned the opportunity properly, and took the search through to an offer.
The applicant pool that made no sense.
A client had been reviewing online applicants for a strategic business development role, and the applicants were head-scratchingly weak. We turned the search around: instead of evaluating whoever applied, we identified strong performers at leading companies, told the client's story, and enrolled them in the client's mission.
The VP of Engineering.
A fast-growing SaaS startup needed the right VP of Engineering. We sat down with the key executives and took the time to understand what the company was trying to accomplish. Within 24 hours of launching outreach, we introduced the person who was ultimately hired. We cannot do that every time. We can do it sometimes, and the speed came from experience and clarity, not shortcuts.
— Specialties
Where we go deep.
If you need five Java developers, we are not the right firm; that work can be done in bulk. If you need the architect for a product that will redefine its market, call us. We specialize in searches where the work is genuinely new, and finding the best person is more important than just finding someone who happens to be looking for a job.
◆ Data Center Power & Power Semiconductors
◆ Solar & Cleantech
◆ Robotics & Machine Vision
01 / SPECIALTY
Data Center Power & Power Semiconductors
The definition of high voltage keeps changing, Kyber / 800 VDC and beyond, but the qualified talent pool is not growing to match. The strongest candidates are busy getting the job done, not applying online.
For more than a decade we have recruited in the narrow market where wide bandgap devices, what has now grown to MW-scale power conversion, and data center power come together. Searches span power conversion and medium-voltage-to-rack architecture, SiC and GaN from device through system integration, magnetics, packaging, power density, and the business development and sales leaders selling into hyperscale, colocation, and OEM channels.
We are in active conversation with senior architects and engineers who would consider the right move but are not otherwise looking. We have even recruited people out of hyperscalers when we were told it could not be done.
02 / SPECIALTY
Solar & Cleantech
Clean tech is not one market. It is more than 10 often unrelated technology silos: solar, storage, fusion, robotic greenhouses, and more, each with its own expertise and its own candidate network. We have recruited across a broad spectrum of them for more than a decade.
We also understand the economics. If you do not nail the traditional first bottom line, you never get to play for the second one, so we look for people who can build a viable business, not just believers.
03 / SPECIALTY
Robotics & Machine Vision
Robotics is one of the most interdisciplinary fields out there: mechanical design, motion and actuation, embedded software, perception and vision, controls, and the systems architecture that makes them work as one.
For many of the best people in the field, robotics is not just a job. It is an identity. They call themselves roboticists, and they evaluate companies and missions accordingly.
We recruit across all of it, and for the business development, strategic account, and marketing leaders who take the platform to market.
Trusted By Venture-Backed
Innovators And Category Leaders
— What Clients Are Saying
Trust earned one exacting search at a time.
The same accuracy works in your favor.
Most recruiters find your title. We read your work. When we contact you, it is because something you built maps to a problem worth your time, and we can explain the match in technical terms in the first conversation.
Candidates notice the difference. The reply we hear most often is some version of “I don’t typically work with recruiters, but you sound like you actually understand what I do.” And conversations tend to end with a thank you and a request to stay in touch, even when the role is not the right fit.
Because we already understand what you do, you never have to spend the first call explaining your work to someone who cannot follow it. The conversation starts where it should: your career goals, what you want to own next, and what would make a move worth making. When a role fits, you get enough information to evaluate it intelligently. When it does not, we say so and stay in touch.
We work with engineers, technical leaders, and executives across business development, strategic accounts, and marketing in our specialty areas.
— In Practice
Questions we get before the first search.
Who do you typically work with?
Founders, CEOs, CTOs, COOs, and VP-level leaders looking for top talent, not just people who need a new job. Our clients range from Series A and B startups to billion-dollar companies launching new business units that run like startups. What they share is a genuinely innovative mission and roles where the right hire is the difference between a product that ships and one that stalls.
How many candidates will we see?
Fewer than you are used to, and that is the point. 20 to 25% of candidates submitted receive offers, which is only possible because we do not send resumes to see what sticks. Every person we submit is someone we would stand behind.
How does the engagement work?
It starts with a conversation guided by a playbook built over decades and updated after every search. We do not run it as a checklist. We ask the questions that matter for your search, dig into the business problem and the technical environment, and push back if the specification asks for three careers in one person or levels the role below the work. From there we run the search end to end and stay involved through interviews, references, and the offer.
What does it cost?
Less than the alternative. An unfilled critical role costs months of roadmap, and a mis-hire costs more than any fee. On structure, we have worked retained, contingent, RPO, and hybrid, and we choose what fits the search and your goals rather than forcing a preferred model.
How long does a search take?
Every search is different. Timing depends on the scarcity of the expertise, the clarity of the specification, the interview process, and the availability of the strongest candidates. Because we understand the markets in which we work, we are not starting from zero. For many of our searches, the person who is ultimately hired is introduced within the first one to two weeks. Speed comes from clarity, not from shortcuts. We do not measure progress by resumes submitted. We measure it by how quickly we find the person you will ultimately want to hire.