Hiring intelligence that compounds.
Domain experts and an AI-native system — so every hire sharpens the next.
A closer look at how it works.
The best person for the role isn't reading your job post.
Applications are the fraction of the market that happened to be looking. We build and refresh a pool continuously, so every search starts against the whole field — and the field keeps growing. More real options, better odds of a strong hire.
Somewhere in a thousand résumés, there's a pattern.
Everything mundane in hiring — sourcing, screening, scheduling — is automated without dropping quality. And the model reads patterns across thousands of hires that no human has the bandwidth to see. The more we hire, the more context it holds, the sharper it gets.
The person judging your staff engineer has been one.
A recruiter knows the job description. Our experts know the work — the specific combination of skills, background, and instinct that actually predicts someone will be great in your business. They make the final call, and it's the part no model should own.
Our bet: three roles, and we go deep on all three.
Someone builds the thing. Someone teaches it what good looks like. Someone judges whether it works. We think most technical hiring converges here, so that's where we go deep — the people, the networks, the judgment to tell them apart. AI teams are where it's clearest today, so that's what's below.
Builds AI
Model architecture, training pipelines, inference at scale, and the platform that keeps it fast and cheap. The most crowded of the three, and the easiest to get wrong — plenty of people have shipped a notebook, far fewer have kept a model alive in production.
Trains AI
Data curation, annotation strategy, fine-tuning, RLHF, preference data. Barely a job title five years ago, so there's no clean résumé signal for it. You find these people by knowing what good judgment about data looks like.
Evaluates AI
Benchmarks, adversarial testing, red-teaming, regression tracking, safety. The rarest of the three by some distance, and the only reason you can trust what eventually ships.
Recent essays.
Let’s get hiring right.
Tell us the hard problem you’re hiring for. We’ll find the people you’d trust with it — and build them into a team that lasts.