Our best work is with scaling businesses doing $1M+ in annual revenue, and tech companies that have raised $1M+ or are hiring for mid-senior, senior, or executive roles. If that is you, book the call. If it turns out we are not the right fit, we will tell you on the call, not after an invoice.

Often, yes. The best time to define what an aligned hire for your company looks like is before the seat is empty. Many companies work with us before they are actively hiring because they want their hiring system built before growth hits. One of our early clients cited the Hiring Strategy Blueprint as a key factor in securing a $50,000 investment, because it demonstrated to investors a repeatable, operator-level hiring system ready to scale. Combine that with pipelines built for your next role before you need it, and the process starts with a head start instead of a cold job post.

You can, and the Blueprint exists exactly for that path. What you cannot shortcut is reps: our team and council have run 10,000+ interviews and seen what good looks like across hundreds of teams. We hand you the system either way. The difference is whether you also get the mileage.

We start every company the same way: its own Hiring Strategy Blueprint, because each one's values, roles, and stage are different. From there, engagements flex to the portfolio, concurrent 12-month engagements for each company, or custom packages matched to each one's needs. On a call we can map which companies need which runway.

That is exactly the problem we exist for. We turn your values and each role into a written definition of what good looks like, gather evidence against it in structured behavioral and technical interviews, engineering included, and hand you a ranked top 3 with the reasoning written down. You borrow judgment you can verify, and you still make the call.

We believe a human should be involved in everything we do. Our software sharpens what we see and gathers additional data points: body language, tone, patterns, and evidence a resume never shows. Technology plus deep human science is our approach.

The criteria come from your business: your values, your roles, your team. The method of reading people is what we bring, and it works the same in tech, services, healthcare, and beyond.

Yes. It is delivered as an editable document that is yours to keep, and on 6 and 12 month engagements we revise it with you as roles, values, and stage change.

Respect, structure, and honesty. Candidates get a clear process, real questions, and quick decisions, and those not selected leave with genuine feedback instead of silence. Every interview we run reflects on your brand, and we treat it that way.

The alignment call is with our founders. Your interviews are run by our team, the people on this page. Our Global Council pressure-tests the methods behind your engagement, the questions, archetypes, and evaluations, but your engagement itself stays with us.

A few focused hours at the gates: blueprint working sessions with your leadership team in the first three weeks, quick feedback turnarounds as candidates advance, and the final-round interviews only you can do. Leaders running hiring themselves lose 20+ hours a week. That is the time we give back.

Then we make them stronger. The screening layer handles volume, the interview packages add depth your team may not have time for, and your recruiter keeps sourcing.

Yes, that's what the screening subscription exists for: unlimited, always-on screening at $500 a month, with interview packs that scale to any volume, one role or a wave across locations. Your partners and leaders stay out of first-round interviews while the pipeline keeps moving.

Yes, especially for executive searches. When you are replacing a sitting leader or making a hire competitors should not see, discretion is part of the design: who knows, when, and how candidates learn your name stays under your control. Tell us on the alignment call and we will structure the search for it.

Yes, both. Most of the heavy lifting runs independently on our side, so your team feels no drag. Where it helps, we work inside your ATS, and when your candidate pipelines transfer at placement, everything is integrated into your ATS and tooling so the system is fully yours going forward.

A contingency recruiter is paid when a seat gets filled. We are paid to be right: every Alignment Engine placement carries the 90-day replacement guarantee, and the playbook we build stays with you either way.

On Alignment Engine engagements, if a candidate we placed leaves or does not work out within 90 days, we replace them for free.

We place by day 60, often sooner, against senior searches that typically run 90 to 120 days. Screening runs continuously and the blueprint is built in the first three weeks, in parallel, not in sequence.

Yes. Fast-track roughly cuts the timeline in half: staffed by day 30 instead of day 60. At our fastest, we have delivered a Hiring Strategy Blueprint in 5 days, a pipeline in 10, interviews in 14, and an offer accepted by day 21. Fast-track carries an additional charge and depends on quick, consistent turnarounds from your team. If you need an in-demand hire fast, tell us on the call and we will do our best to accommodate.

Thirty minutes with our founders. We start by understanding your current state, the roles you need, and whether we're aligned. Only if we're a fit do we walk through how we'd solve your specific situation and what an engagement would look like. You leave with a straight read on your hiring system either way, and if we're not the right fit, we'll say so. And if we are aligned, momentum continues: once payment is received we schedule the kickoff call, within 3 days for most clients and often sooner, where we walk the full engagement timeline and align expectations to keep both sides fast.