We partner with startups to build Software Engineering teams.
Building Engineering Teams for Startups since 2013.
Your first 10 engineers will define your company.
I help seed stage startups hire them.
— Isabel Rasmussen, Fractional Head of Technical Recruitment
The Problem
Most recruiting firms are too big to specialize in seed stage hiring.
Hiring your 4th engineer and your 25th or 50th engineer are completely different. Most recruiters spend their time on later stage hiring. They don't know how to screen for the 4th engineer.
This is not just about work with AI, APIs, and Postgres. You're not asking a candidate how they work with a Product Manager as there likely isn't one. They work with founders. That changes everything about who you're looking for and how you evaluate them.
What I Do
I embed directly with your founding team and run technical recruiting as if I'm internal.
I move fast. Great engineers have multiple offers. When someone is the right fit, I close.
I've spent the last four years exclusively hiring for seed stage teams. I know the profile that thrives here.
Most of the startups I work with are AI-native. I understand the technical roles you're hiring for.
I brought Silicon Valley recruiting standards with me when I moved to Europe. That's what I apply here.
I don't sell anyone on anything. If a candidate isn't right for the role, I say so. If a hire feels off, I'll tell you.
The Difference
Most recruiters optimize for the hire. I care about whether it was the right one.
I host Your Next Tech Startup — a podcast where I talk with engineering leaders every week about what makes early hires work and what doesn't. It keeps me sharp on exactly what you're dealing with.
"She talked us out of hiring someone we were excited about — and she was right."
— Robert Gash, VP of Engineering
"Reduced our time from first contact to offer acceptance from 2 months to 2 weeks."
— Robbie McAlister, Director of Engineering