Better people. Stronger companies.
Thoughtful hiring. Human fit.
Founder-led recruiting for startups and small teams hiring technical, product, and operational talent.
For clients
A few strong introductions beat a flood of CVs.
You work directly with Oriol from brief to offer — no account managers, no handoffs. I only take on a small number of searches at a time so each one gets proper attention, and I introduce people I'd personally vouch for.
For candidates
No random job spam. No pressure. No disappearing act.
Honest roles, clear context, and no wasted time. Every introduction comes with the full picture — why this role, why now, and where you'd fit — and I don't disappear after the intro.
You tell me what good looks like
Role, salary, remote setup, company stage, ambition, risk appetite, and what you want more or less of next.
Nothing gets shared without permission
Your profile, salary expectations, employer, and search status stay private unless you explicitly agree to an introduction.
Relevant roles only
If a role is not a fit, I will not dress it up as one.
Illustrative profile.
Roles I can help with
Broad recruitment for the people who make technology companies work.
The practice is not limited to one narrow role family. The common thread is technology companies: software businesses, startups, scaleups, digital products, platforms, marketplaces, fintechs, SaaS companies, and remote-first teams.
Process
Clear brief. Careful search. Better conversations.
Understand the role properly
We clarify what the person needs to own, who they will work with, what would make them successful, and what would make them fail.
Find people with relevant evidence
I look for people whose past work connects to the actual problem, not just the job title.
Check motivation, fit, and timing
The conversation covers skills, judgment, salary, remote expectations, communication style, and what the candidate actually wants next.
Make respectful introductions
Companies get fewer, stronger candidates. Candidates get roles that make sense for them.
Keep the process moving
Feedback, next steps, expectations, and decisions are handled clearly. Nobody should be left guessing.
How I work
Human first. Commercially serious. No theatre.
Candidates are not inventory
People trust recruiters with private career information. That trust has to be earned and protected.
Companies deserve honesty
If the brief is unclear, the salary is unrealistic, or I cannot help, I will say so.
Small pipeline, high signal
More CVs do not equal better hiring. Better conversations do.
Technical background, broader reach
My background is in software engineering, but the recruitment practice supports broader hiring across technology companies.
FAQ