§ For Companies
Start a search.
Permanent recruitment for labs, protocols, exchanges, funds and scale-ups. Technical, commercial, operational and leadership roles.
One hire or several: we recruit for individual roles and for multiple hires, with priorities, scope and fee terms agreed in writing before the search begins.
An agreed brief and written terms
Responsibilities, essential experience, package and interview process agreed first. Commercial terms in writing before a search begins.
Confirmed interest, not speculative CVs
Every person introduced has seen the brief and confirmed they want the role, and we share their details only with their written permission.
Compensation and notice up front
Salary expectations and notice period stated with the introduction, alongside relevant evidence and any gaps.
§ Before you enquire
What happens after I send this?
We aim to reply within two working days. We review the enquiry, confirm whether we can help and arrange a discussion, then agree the role brief and fee terms in writing before sourcing begins.
Do we need a finished job description?
No. We can start from the responsibilities, the essential evidence and the package, then agree the role brief in writing before a search begins.
How are fees and any replacement terms handled?
The fee basis, milestones and any replacement period are set out in the terms agreed for that search. Nothing begins until those terms are in writing.
Can you cover more than the technical roles?
Yes. Across our eight specialisms we recruit technical, commercial, operational and leadership roles, for one hire or several.
§ 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.
We share a candidate's details only with their written permission for your company.
§ How we work
A considered process.
The same standard we set out for the people we represent, described on our candidates page.
Agree the brief and the terms.
We agree the responsibilities, the experience that matters, the package and the interview process, and the commercial terms in writing, before any search work starts.
Search, with agreed updates.
We search, speak to people and report back at the intervals we agree. Your search stays unnamed in the market until you want it named.
Interviews through to offer.
We coordinate interviews, keep both sides informed and manage the offer conversation honestly. Assessment stays with your interviewers.
§ Who we serve
The teams we build for.
- Frontier labs and foundation-model companies
- Protocols, L2s and core infrastructure teams
- Exchanges, custodians and wallet businesses
- Quant funds and systematic trading desks
- Venture-backed AI and digital-asset scale-ups building out their teams