Founders hiring for tech and product.

The job description was written for a big company. Your first hire won't have a team, a manager or a process.

We find people who've been early before, and can set the way things are done.

Read: Your first engineer will write the rules everyone after them follows

The plan says six hires by March. Nobody has decided which one comes first, or what each must do.

One brief per role, in the right order, so the team fits together.

Read: The two-month gap: planning a hire around notice periods

Your best engineers spend their days reviewing code. Another senior hire might help. A manager might help more.

We work out which hire actually fixes it, then find that person.

Weeks of interviews. Every candidate is “good, but…”. Or the impressive hire left in three months.

We rewrite the brief using your near-misses as evidence, then search fresh.

Read: “Good, but not quite right”: what repeated near-misses are telling you

Something isn't working. You can't tell if the answer is an engineer, a PM or a lead.

We start from the problem, not the title. Sometimes the answer isn't a hire, and we'll say so.

Read: What to write in a job description when you can't fully describe the job