01 · The premise
Sourcing agencies sell volume. We sell this specific candidate, because we interviewed them the way we'd interview to hire them ourselves.
Senior tech recruiting is broken. Agencies use keyword matching. ATSes filter out the best CVs. Interview loops are inconsistent. The senior candidate finds the process offensive before even talking to the team.
We do the opposite: technical screening conducted by an engineer who has held that role. Conversations instead of quiz tests. Real fit before technical fit.
The Extreme Contract: 12-month retention guarantee. If the candidate signs and leaves before 12 months for reasons attributable to us (bad tech match, bad screening), we redo the search at no cost.
04 · The contract
Pre-conditions, post-conditions, invariants.
Every engagement has explicit pre-conditions, measurable post-conditions, and invariants we never violate. You know what we need at the start, what comes out at the end, and what we don't negotiate in the middle.
Pre-conditions / what we need from you
- Job description and salary range already aligned internally.
- Hiring manager identified and available for interviews within the first week.
- Internal interview loop defined (or willing to build it with us).
- Agreed contractual budget — we work on success fee + retention bonus.
Post-conditions / what we guarantee
- Candidate signed and onboarding.
- Calibration interview rubric usable for future searches.
- 12 months of retention guarantee active.
- Sourcing network documented for future reuse.