We’ve successfully placed entry-level through C-Suite candidates within every technical and GTM department, on behalf of pre-seed/pre-revenue startups through late-stage/mezzanine organizations which are changing the world of physical sciences through software and hardware innovation. Our experience and candidate network spans materials science, chemical engineering, life sciences, biotech, med tech, aerospace, industrial automation, additive manufacturing, geospatial, and more.

Across all of these scenarios, we’ve found our clients have a universal set of pain points in building their teams:

1. Lack of awareness of and access to the highest-performing and most in-demand candidates with the background specifications deemed critical to the success of the business

2. Poor reception and initial disinterest from these top hiring targets due to ineffective or incomplete messaging

3. Low or unpredictable rates of offer acceptance due to poor cadence, communication, and candidate management practices during the interview process

4. New hire onboarding difficulties, slow ramp times, and attrition due to ineffective management of pre and post-hire candidate expectations and/or onboarding strategy

Our approach addresses these challenges to deliver superior hiring outcomes:

1. We build lists of target candidates through extensive industry research, and constantly review/calibrate these lists directly with client-side decisionmakers.

2. We deliver high-impact messaging into the candidate market based on a deep understanding of our clients’ competitive landscape and product-market fit, funding and financial health, founder/advisory track record, and growth plans.

3. We fine-tune interview cadences, communication, skills assessments, and other processes to maximize candidates’ interest and commitment.

4. We honestly and transparently disclose internal challenges and shortcomings within the client organization early-on in the process to avoid blindsiding a new hire, we work with clients to improve clear communication of expectations, and we stay in touch with hiring managers and candidates for several months after hiring to uncover and address any early-hire growing pains.

The result:  You hire exactly who you want, they stay onboard for the long-haul, and they become evangelists for your brand within the candidate market.