Series A Hiring Launch
The headcount is approved. The roles are urgent. Your recruiter is chasing feedback while every manager has a different definition of qualified. I work alongside your team to move priority roles forward and build a hiring process they can actually run.
Jackye Clayton · Former VP of Talent Acquisition and DEIB at Textio
The hiring plan is in the board deck. The person responsible for it found out in a Slack message.
Your recruiter owns the outcome but can’t get a manager to commit to an interview slot.
Every debrief turns into a debate because nobody agreed on what good looks like before the search started.
Founders are still in most interviews and still the final yes on every offer.
Candidates live in the ATS, a spreadsheet, and three people’s inboxes.
Someone was given responsibility for hiring without the authority, the time, or the support to deliver it.
That worked when you hired one person a quarter. It won’t hold at the pace your plan now requires.
We agree on scope, priorities and responsibilities before the engagement begins.
We agree on the requirements, compensation range, and decision owners for your priority roles before outreach begins. Sourcing starts in week one for roles with approved requirements, compensation and decision owners, while we build scorecards and a hiring plan tied to your funded growth plan.
I lead recruiting on an agreed set of priority roles alongside your recruiter. That includes sourcing, outreach, screens, interview coordination with your team, debriefs, and offer support.
Every step we run becomes the process your team keeps: where to look, how to reach out, what to assess, and how to make a decision.
Your recruiter has the process, the tools, and the backing to run it. We agree where founder involvement helps and where the team can decide. Every active search has current notes, clear next steps, and a named owner.
You name a leadership sponsor with the authority to resolve trade-offs and unblock hiring decisions.