For hiring teams
The engineers you want aren’t applying.
They’re employed, well paid, and ignoring recruiters. Getting them into a real conversation is the job. What you get is people you’d actually make an offer to.
What you get
- 01
Real technical fluency. Fourteen years in one market, so the outreach gets read and the pitch holds up.
- 02
People who can do the job, not forty resumes.
- 03
Expectations and compensation aligned before anyone interviews.
- 04
Direct with the founder. No account handoffs.
How a search runs
- 01
Intake. A conversation with the person the hire reports to. Discussing what the role actually does, what the team is like on a bad week, and what you’d trade off if you had to.
- 02
Mapping. I build the list of who does this work and where. Most of them are not looking, which is the point.
- 03
Outreach. Written by me, one at a time. Tailored to that individual.
- 04
Shortlist. Screen on the technical detail, motivations, and on money before you spend time interviewing.
- 05
Offer. Compensation discussed honestly with both sides throughout, so the close isn’t the first time anyone hears a number.
From the other side of the table.
“His candidates are always well prepared, and end up having successful careers here.”
Talent Lead, CTO Office
Global financial data firm, client side
“A true partner: communicated every step of the way, right up through offer acceptance. I’d recommend Brad to any company that needs to fill priority roles quickly.”
Head of Talent
Health technology, client side