When talent is strategy, not headcount.
We're a recruiting firm for VC- and PE-backed companies that need their next hire to actually stick. Every candidate runs through the same scored, structured process — built so you stop spending quarters replacing the people you just hired.
We don't fill roles. We build teams that hold.
Most firms measure success at 90 days. We measure it at 18 months. That single distinction changes how every candidate is sourced, scored, and signed off.
Hires that stay
93% of placements are still in role at 18 months — roughly twice the industry average. We measure retention where it matters, not at the end of the warranty window.
Scored, not sold
Every candidate is graded against a weighted scorecard built for the role. Two independent rubrics — one for skill, one for behavior — scored blind, before any debrief.
Embedded operators
Not a vendor on retainer. We sit inside your hiring process, learn your bar, and run it like a function — with the rigor your investors expect from product.
Here's the work, made visible.
Most retained search hands you a deck of gut feel and a hidden process. We hand you a 22-point playbook per role, three sourcing engines running in parallel, scored rubrics, and a live dashboard that shows you exactly where every search stands.
22-point custom playbook
Every search starts with a custom strategic plan. Not a template — built for this role, visible to you from day one.
Blind-scored evaluation
Candidates graded against the rubric before opinions enter the room. The data leads, not the loudest voice.
Your live dashboard
Real-time pipeline, scoring, and performance data inside FoundHuman OS. No status meetings required.
15-month placement guarantee
We measure success at 18 months, not 90 days. 93% retention across placements — roughly twice the industry average.
VP Engineering · Series B Digital Health Platform
Three sourcing engines, one embedded operator.
We don't bet your hire on a single channel — and we don't manage the search from outside the team. Every engagement runs three pipelines in parallel, with a senior operator embedded inside your hiring process from the first call.
Embed
A senior operator joins your hiring meetings, calibrates the playbook with your team, and runs the search inside your process — not from a vendor portal.
Inbound
Targeted job descriptions and social distribution written to attract the right ICP — and screen out the wrong fit before they enter the funnel.
Outbound
Hyper-targeted direct outreach to named individuals: the operators on your shortlist who never apply because they're not looking.
Network
Warm pipeline from operator and investor relationships built over a decade — the candidates that only show up through trusted referrals.
Built for teams where the hire has to land.
VC-Backed Companies
Series A through growth, tech and health. Engineering, product, GTM, clinical and operations leadership for companies where the cost of a mis-hire is measured in quarters.
Learn morePE Portfolio Companies
Embedded across the portfolio. Standardized hiring practices, board-ready reporting, and the operator hires that move the value-creation plan forward.
Learn moreABA & Behavioral Health
A focused practice for clinical leadership and operator roles in ABA, autism therapy, and adjacent behavioral health networks. BCBA-aware, multi-state-aware.
Learn moreOutcomes our clients hire us to deliver.
Before FoundHuman, recruiting was a sinking ship and we couldn't keep up. They built our talent acquisition strategy and grew our team by over 100 people before hiring and training our internal recruiters to take over. I don't know what I would have done without them.
Jan Stewart, VP of HR
Virgin Pulse (Personify Health)
What is hiring really costing you?
Placement fees, replacement cost when a hire walks at month 7, the months of lost productivity in between. Plug in your numbers — see what changes when retention hits 93%.
See what this looks like for your organization.
Request a quoteTell us about the next hire that has to land.
A short call. We'll tell you whether the search is built for our process — and what we'd do differently if it were.