Got questions? We’ve answered the most common ones below.
This should give you a clear picture of how we work, what to expect, and whether we’re the right fit for your hiring needs.
🟣 What kinds of roles do you work on?
We specialize in crypto, blockchain, and AI hiring. This includes technical roles like developers and engineers, but also product, operations, compliance, and leadership positions.
We don’t take on junior or high-volume hiring. Our strength is finding people who aren’t actively looking but are the right fit for a specific opportunity.
🟣 What types of companies do you work with?
Mostly startups and scaleups, from seed stage through Series C and beyond. We work with founders directly, with heads of people or talent, and with hiring managers who have real decision-making authority.
🟣 How quickly can you find candidates?
For most roles, we can share an initial shortlist within 72 hours. That doesn’t mean we’ll have the perfect hire in three days, but it means you’ll see quality options fast and we can have a real conversation about whether we’re on the right track.
The full process, from kickoff to accepted offer, typically takes 4 to 8 weeks depending on the role and how the interviews go.
🟣 How many candidates will you present?
Typically three to five for the first shortlist. We’d rather present fewer strong candidates than flood you with options that waste your time.
If none of the initial batch is quite right, we’ll debrief, refine the search criteria, and go again.
🟣 What’s your process for vetting candidates?
Every candidate we present has been through at least one in-depth conversation with us. We assess technical fit, motivation, cultural alignment, and any potential red flags. We also verify key claims on their background before presenting them.
For crypto and blockchain roles specifically, we check their actual understanding of the space. A lot of people add Web3 keywords to their resume without real depth.
🟣 What do you need from us to start a search?
Before we begin, we need clarity on three things: what success looks like in this role, who will be making the hiring decision, and what your realistic timeline is.
We also need to understand your interview process and have direct access to the hiring manager, at least for an initial briefing. The more specificity you can give us upfront, the faster we move.
🟣 What if we’re still figuring out exactly what we need?
That’s fine. Let’s talk before you engage us formally. We can often help you clarify the role, what skills actually matter versus what’s nice to have, and what the market looks like for this kind of hire.
Once you have a clearer picture, we can decide together when the timing is right to start the search.
🟣 Do you help with the offer and negotiation stage?
Yes. We stay involved through the entire process, including helping structure offers, managing competing interests, and making sure nothing falls apart at the finish line.
Candidates often share concerns with us that they won’t voice directly to the hiring company, so we can help navigate those conversations.
🟣 How much do you charge?
Our fee is a percentage of the candidate’s first-year compensation, paid on successful placement. The exact percentage depends on the role and the engagement model.
We’re happy to discuss specifics once we’ve talked about the role.
What guarantee do you offer?
🟣 We offer a 3-month replacement guarantee. If a candidate doesn’t work out within the first 90 days for performance reasons, we’ll conduct a replacement search at no additional fee.
🟣 Do you offer retained search options?
For senior or particularly complex roles, we sometimes work on a retained basis, where a portion of the fee is paid upfront to initiate the search. This ensures dedicated focus and priority attention.
For most roles, we work on a contingency basis with the expectation of exclusivity during the search period. We can discuss what makes sense for your situation.
🟣 Do you work on exclusive assignments?
We work best when we’re your primary partner on a search, not competing against other agencies and your internal team at the same time. That setup creates confusion for candidates and usually leads to worse outcomes for everyone.
When a candidate gets approached by three different recruiters about the same role, it raises questions about how serious the opportunity is. The best people notice these things.
We’re happy to discuss what arrangement makes sense for your specific situation.
🟣 Can we also run our own search while you’re working on the role?
We’d ask that you pause your own active outreach on that specific role while we’re engaged. You can still accept inbound applications through your careers page, but the active headhunting should be coordinated.
This keeps the messaging consistent and avoids candidates being contacted multiple times about the same opportunity.
🟣 What happens if we decide not to move forward with any candidates?
It depends on why. If the market reality doesn’t match expectations and we need to recalibrate, that’s a normal part of the process and we adjust together.
If the search stalls because priorities shifted internally or the role gets put on hold, we’ll pause and revisit when the timing is better.
🟣 Why don’t you just send us CVs and let us pick?
Our job is to understand what you’re actually trying to solve, find people who can solve it, and present you with a shortlist where every candidate is worth your time. That means fewer CVs, not more.
If we were just sending resumes and hoping something sticks, we wouldn’t be adding much value beyond what a job board would give you.
🟣 What if we’re not sure we want to use a recruiter?
Sometimes companies are better off hiring directly, especially for roles where they have strong employer brand recognition or an existing pipeline.
But if you’ve been trying to fill a role for months without success, or if you’re competing for talent against companies with deeper pockets and bigger names, or if discretion matters, a specialist recruiter can make the difference.
We’re happy to have an honest conversation about whether working together actually makes sense for your situation.
🟣 How do we get started?
Reach out through the contact form or send us a message on LinkedIn. Tell us a bit about the role and your timeline, and we’ll schedule a call to see if it’s a good fit.