Knowledge work is converging on three jobs.
Knowing three roles properly is what lets us read the work instead of the account of it — the difference between someone who can do the job and someone who interviews like they can.
Train AI
Architecture and training runs at one end; SFT, RLHF and preference data at the other — plus the domain experts who show a model what good looks like.
Evaluate AI
Benchmarks, capability measurement, regression tracking, red-teaming, and the eval harnesses every other decision leans on — the rarest of the three, and the reason you can trust what ships.
Deploy AI
Forward-deployed engineers, solutions architects, and the product people who put a model to work inside a real business — knowing where it will be confidently wrong, and designing around it.
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.
Every standard tool selects for who's available. Applications reach whoever happened to be looking, in the two weeks the post was up. A CV is the candidate's own marketing — what they claim, not how they work. Cold outreach lands next to a dozen others that week and gets the same reply: none.
We do the slow part in advance, so you never wait for it. We judge people on work we've actually seen, get introduced by the ones we've already placed, and keep talking for years with no role attached. By the time you have a role, the conversation is years old and the shortlist takes days.
Somewhere in a thousand résumés, there's a pattern.
Every hiring process runs out of attention before it runs out of candidates. A thousand applications means six seconds each, which is triage, not judgment. Keyword filters reject people who did the work but wrote about it differently — and you never see them. Nobody checks which signals actually predicted a good hire, so the bar never improves.
So we let software do the reading. It holds the same bar at candidate one and candidate twelve hundred, sorts on the work rather than the words, and gets sharper with every hire we make. Your team only meets the ones worth meeting.
You cannot assess work you have never done.
That's not the recruiter's fault. Every standard check measures something other than the work. A recruiter has read the job description, not done the job, so they can check keywords but not depth. Interviews reward people who interview well, which is a different skill from the one you're hiring for. And references are chosen by the candidate — they were never going to say anything else.
So before anyone reaches you, they have been through someone who has done the work. They go at the real problems, where polish stops helping, and put their name on what comes back. Software narrows the field, an expert vouches for what is left, and the hire is still your call — made from a shortlist where nobody is there by accident.
