Better people. Stronger companies.
Thoughtful hiring. Human fit.
Founder-led recruiting for startups and scaleups hiring technical, product, and commercial talent. You work with me from first brief to signed offer — no account managers, no handoffs.
For clients
A few strong introductions beat a flood of CVs.
You work directly with me from brief to offer — no account managers, no handoffs, no junior researcher learning on your search. I take on only a handful of roles at a time so each one gets real attention, and I introduce people I'd personally vouch for. If your brief is unclear, your salary is off, or I'm not the right person to help, I'll tell you early.
For candidates
No random job spam. No pressure. No disappearing act.
Honest roles, full context, and no wasted time. Every introduction comes with the whole picture — why this role, why now, the salary, the team, and where you'd actually fit. Nothing about you is shared without your say-so, and I don't vanish after the intro.
You tell me what good looks like
Role, salary, remote setup, company stage, ambition, risk appetite — and what you want more of, and less of, next.
Nothing moves without your permission
Your profile, salary expectations, current employer, and search status stay private unless you explicitly agree to an introduction.
Relevant roles only
If something isn't a fit, I won't dress it up as one to get a submission. You'll always know why I think a role makes sense for you.
Illustrative profile.
Roles I can help with
Broad reach across the people who make technology companies work.
This isn't limited to one narrow role family. The common thread is technology companies — software businesses, startups, scaleups, digital products, platforms, marketplaces, fintechs, SaaS, and remote-first teams — and one person who understands how the whole team fits together.
Process
Clear brief. Careful search. Better conversations.
Understand the role properly
We get clear on what this person will own, who they'll work with, what would make them thrive, and what would make them fail.
Find people with real evidence
I look for people whose past work connects to your actual problem — not just a matching job title.
Check motivation, fit, and timing
We cover skills, judgement, salary, remote expectations, communication style, and what this person genuinely wants next.
Make respectful introductions
You get fewer, stronger candidates with real context. Candidates get roles that make sense for them.
Keep the process moving
Feedback, next steps, and decisions are handled clearly and quickly. Nobody is left guessing or chasing for an answer.
How I work
Human first. Commercially serious. No theatre.
Candidates are not inventory
People trust a recruiter with private career information. That trust has to be earned, and protected.
Companies deserve straight talk
If the brief is unclear, the salary is unrealistic, or I can't genuinely help, I'll say so — early, not after weeks of silence.
Small pipeline, high signal
More CVs don't make better hires. Better conversations do.
A technical background, a broader reach
I've worked as a software engineer, which sharpens how I evaluate technical roles — and the practice extends across the wider technology team.
FAQ