Start building your bench.

An agency talks to ten people and sends you three, charges a percentage of first-year salary the day one signs, and the pipeline disappears when they do. We talk to ten and give you all ten, charge a flat weekly rate, and everything we build stays with you.

A subscription bills every month whether you’re hiring or not, and the quiet months are where that model earns its reputation. We bill only while a bench is being built. No bench, no bill. When the search ends the billing ends, and everything we built is still yours when the next role opens.

Every name we reached out to, whether they wrote back or not. The interested ones come with whatever depth of vetting you chose. The quiet ones are still yours, because today’s no answer is tomorrow’s one phone call away.

No. We use it to help source, organize, and tag, because it’s good at the boring parts. But no algorithm decides who you see, and nobody gets screened out by a robot. We still think the best way to hire a human is human to human.

There’s work every week. Action is a different thing. Some weeks the market answers fast, some weeks it goes quiet, and no recruiter alive can tell you which is coming. Either way the sourcing, outreach, and follow-ups keep moving, and you see all of it. So yes, you pay for weeks we work, not weeks we get lucky. A quiet week still had names sourced, emails out, and follow-ups going. And if things need to slow down on your side, say the word and pause. We bill weekly on purpose, so stopping and starting is painless.

No, and be careful with anyone who says yes. If we knew the magic sauce that made every hire perfect, we would be billionaires. What we can promise is the work: real sourcing every week, honest reads on every person, and nobody in your inbox who hasn’t already told us they’re interested.

The bench is still there. That is the whole point of building one: the next conversation starts from names you already know, not from zero. Nobody can promise you a perfect hire, but we can make the second try a lot shorter than the first.

Usually feedback. We move at the speed your team gets back to us, so the longer a resume sits, the colder the candidate gets. On our end, speed is a lever you can turn up: in a crunch we put more of the bench on your role at once. But once names are in front of you, fast, honest feedback, even a quick no, is what keeps everything moving. That part is on you, and we’ll say so nicely when it happens.

If we’ve never worked together, we suggest a minimum of four weeks. The first stretch is calibration: setting up, getting to know your shop, and figuring out the process that fits you. Once we know each other, it can be as short as two weeks. Come back for a one-off search anytime.

As often as you want. Once a week, twice a week, every ten days, your call. You’ll always know how many people we’ve reached out to and whatever numbers matter to you, whether that’s seniority, location, background, diversity, or something specific to your shop. If it can be counted, we’re happy to track it and report it back as often as you need.

We can tell your story well. Every email goes out in your brand’s voice and tone, selling your company the way you would on your best day. What we can’t do is rebrand you. How you’re seen in your industry affects who says yes to a conversation, and that part belongs to you.

Yes. Pipelining is the core, but plenty of searches need more, and we’re happy to carry it for an added fee. Interview scheduling, process design, reference checks, offer support, HR onboarding, whatever yours calls for. Every search is different, so tell us what you need and we’ll figure it out.

Yes. If you have one, we work in it. If you don’t, we’re happy to set one up, or hand everything over in Notion, Google Sheets, or whatever your team actually opens.

Yes, and it happens more often than you’d think, at every level. Nothing tips off the market or your team. Confidential searches are priced case by case, so let’s talk.