Permanent recruitment for AI, crypto & quant.
Across eight specialist disciplines, we recruit permanent technical, commercial, operational and leadership roles for growing teams.
§ Written introductions
What every introduction includes.
A concise written summary to help your team decide who to meet.
- Relevant experience
- Experience and achievements relevant to the responsibilities in your brief.
- Interest and motivation
- Why the candidate is considering a move, with their interest in your specific role confirmed before an introduction.
- Compensation and availability
- The candidate's stated compensation expectations, notice period and availability.
- Fit and open questions
- How their experience relates to your priorities, including gaps and points for your interviewers to explore.
§ Specialisms
Where we work.
We recruit permanent technical, commercial, operational and leadership roles across these eight disciplines.
Hiring in one of them? See how we work with companies.
Research scientists, research engineers and infrastructure leads at frontier labs and model companies.
Training, inference and platform engineers building and running models in production.
Core protocol engineers building consensus, networking and execution layers, and smart contract engineers writing on-chain logic.
Smart contract auditors, protocol security engineers, and applied cryptography specialists working in ZK and MPC.
Node, validator, custody, wallet and exchange infrastructure engineering.
Quantitative researchers, systematic traders and trading infrastructure engineers.
Growth, marketing, community and communications leaders for protocols and AI companies.
People operations, executive assistants, finance and operations, compliance and risk, and client and customer support for crypto, trading and AI firms.
§ How we work
Our playbook.
We agree the role in writing first.
One conversation to agree the responsibilities the role owns, the experience and strengths that are genuinely essential, the package and the interview process. Commercial terms are agreed in writing before a search begins.
We approach with intent, not volume.
We map the companies, teams and relevant experience the brief points to, then approach people individually about your role. No mass campaigns, no generic messages.
A focused shortlist, with evidence.
Introductions come with a written case: relevant experience and achievements, confirmed interest in the role, salary expectations and notice period, and open questions for your interviewers. Assessment stays with your team.