We Vet Talent
Like It’s Our Own Money

We’ve bootstrapped companies from ground zero. We’ve pitched investors, built products with our own hands, and stayed awake at night worrying about payroll.

We know that for a startup, a bad hire isn’t just an annoyance; it’s a threat to your survival. Most recruiters have never felt that pressure. They look for keywords; We look for character.

Let's talk now

Our Battlegrounds

Applied AI & Data Architecture

We skip the hype-chasers and surface-level wrapper devs. We place ML specialists, data architects, and AI engineers who know how to integrate models into production environments to drive real business ROI.

SaaS & Cloud Infrastructure

Full-stack developers, DevOps operators, systems architects, and product owners. We find the people who know how to manage tech debt and build secure, scalable, bulletproof infrastructure that doesn't collapse under load.

Web3 & Blockchain Infrastructure

Moving past the market noise, we find the cryptography experts, smart contract developers, and core blockchain engineers. We recruit low-level builders to create secure, scalable, decentralized systems and actual GameFi economies.

Gaming & Interactive Media

From Unreal/Unity engineers and Technical Artists to Producers and DP, we find the battle-tested do-ers. We look for the operators who can balance rendering constraints, budget limits, and punishing deadlines to actually ship titles.

We aren't here to push CVs

The Math Behind the Machine

Finding a high-agency builder isn't just about sending InMails, doing short calls, and checking the points on the resume.
It requires grinding through the noise.

Here is our current reality

For every

100

Interviews

We shortlist

8-10

Candidates

The final

3-5

Are introduced

Your team would lose over 80 hours and substantial budget in hourly runway.
We absorb that massive calendar hit, doing the heavy execution vetting upfront so your core team can stay focused on shipping the product.

Our Services

Fractional
Head of Talent

TL;DR

If you need to scale headcount quickly but don't want to burn cash on a full-time internal recruiter, this is your solution.

We step in as your fractional talent team. We handle the outbound sourcing, run the initial screens, and manage the pipeline. We do the time-consuming filter, so your team can stop interviewing and get back to shipping.

The Process

We embed directly into your Slack/Teams and operate as your internal Talent Department.
Full Pipeline Management

We handle all inbound applicants, outbound sourcing, and scheduling. Help with creative, cost-efficient ways for talent sourcing.

The Panel

Our partners handle the initial checks, portfolio reviews, and pipeline screens. By the time a candidate reaches your CTO or Leads, the tourists are gone.
Process Audit

We set a simple, agile, and efficient hiring process, establish clear interview scorecards, and cut your "Time-to-Hire" significantly.

The ROI

You get the output of a Senior Talent Specialist for a fraction of the cost. Your team stops doing first-round interviews and keeps the focus on building and shipping.

Engaged Contingency

TL;DR

A resume tells you what shipped. It doesn’t tell you who actually shipped it.
Too many candidates are just "Passengers." They were in the room when the game was built, they added the AAA logo to their CV, but they were just keeping company with the people who did the heavy lifting.

Besides standard sourcing pipelines, we hunt in the "dark web" of talent: GitHub repos, Discord communities, indie game forums, and private networks. We only introduce candidates we would hire for our own startup.

"Credit" Check

Can they explain what they learned from the failure, or do they only talk about the success?
The Engineer

Do they respect the Designer's vision and find creative solutions, or do they block progress with technical excuses?

The Product Owner

Do they calculate the ROI of a feature, or do they burn months of dev time on things that don't add business value?
The Artist

Do they understand the Engineer's memory budgets, or do they tank the framerate with unoptimized meshes?

The Promise

We filter out the "Passengers." We only send you the Drivers, the people who understand the trade-offs, own their mistakes, and actually built the product.

We hire for the long term, and protect your first 90 days with a free replacement

Strategic Headhunting

TL;DR

You are building the core DNA of the company.

The people you need for these roles are not looking for work.
They don't have "Open to Work" on their profile. They ignore InMails and aren't scrolling job boards.
They are too busy and focused on their current goals to react to generic opportunities.

Identifying these people is challenging, and it takes a tailored, individual approach to get them to even consider a move.

Beyond online tools

Our best placements come from handshakes, not clicks. We leverage deep personal networks, industry events, and "friends of friends" to find the talent that is "unlisted."
The "Trojan Horse"

Because we are builders, they respond to our messages. We speak the same language, share the same obsession, and cut right to the chase: we either get on the same page immediately or go our separate ways.

The pitch

We don't send job descriptions; We pitch a vision. Turn a "passive" candidate into an excited partner, founder-to-founder.
Trajectory over Titles

Your ideal CTO might currently be a Lead Engineer. We look past the resume syntax and tap into overlapping talent pools.