You set the goals.
We engineer the hiring.

Our recruiters have spent years hiring for R&D and product teams, so they speak your language: stacks, architecture, levels and scope. At intake, we agree with you on a Scoring Grid that lists the skills the role really needs.

In our interviews, we go deep on real cases: a system the candidate built, the architecture choices behind it, the trade-offs, what went wrong and what they would change. For senior and leadership roles, we also look at how they make decisions, grow people and work with product. With the candidate’s agreement, we speak with people who worked with them.

Any technical test stays with your team, later in the process. You receive a short written report for each candidate, built on the same Scoring Grid, so you can compare profiles on facts.

AI is part of our hiring system, at each step where it saves time or brings consistency. We use it to map the market and spot relevant profiles, to review each profile against your Scoring Grid, to prepare structured interview guides and to write clear reports after each interview.

Every assessment and every recommendation is made by a recruiter who has met the candidate. Candidate data is handled in line with the GDPR, and your confidential information stays within our team.

Inclusion starts with the process. Every candidate is assessed against the same Scoring Grid, on the skills and experience the role really needs, so decisions rest on facts. We write job ads in neutral language, open each search to different paths, such as coding schools or career changers, and work to build diverse shortlists.

In France and in the US, the law protects candidates on criteria such as age, origin, gender, pregnancy, family situation or health. We brief your interviewers on the questions to ask and the topics to leave aside, and every candidate gets a clear answer and useful feedback, whatever the outcome.

You receive the first profiles within five business days of the intake. Each candidate has been approached, interviewed and assessed against your Scoring Grid, and comes with a short report on their background, their motivation, their expectations and the points to explore in your interviews.

We prefer a short list of strong profiles to a long list of CVs, so your team spends its time on the right people. After the first interviews, we adjust the search with you based on your feedback, and new candidates keep coming until the role is filled.

Yes, and as early as the intake. We compare your offer, your titles, your remote policy and your interview process with what we see in our current searches in France and the US.

If something is likely to slow the search or cost you a candidate, we tell you clearly, with data and with options. Good news or bad news, you get the full picture, so you can decide fast.

Yes. For a leadership role, or to replace someone still in post, we describe the role to candidates in general terms and share your company name only with the people who confirm their interest and agree to keep it private.

Every person who works on the search follows the same rules, and you decide who learns about it and when.

We recommend it, because it works better for everyone. Candidates hear one clear story about your company, the market is approached once and in a consistent way, and we can commit more time and more people to your search.

When several agencies work on the same role, the same engineers often get three calls about one job, and the image of your company suffers. With one partner, you also get one point of contact and one clear view of the search. The choice stays yours, and we are happy to discuss it at intake.

Your teams stay off-limits for our searches, during our collaboration and for a period after it, set in our contract. This applies to every recruiter who works with us, because during a search you open your doors to us: your managers, your roadmap, your people.

Our fee depends on the engagement model you choose. After a first call, we send you a written proposal for your roles, with the fee, the timeline and what is included.

For a Contingency Search, you pay the fee when your new hire joins. An Embedded Recruiter is billed each month, for as long as you need the extra capacity. An Executive Search starts with a first payment at launch, and Talent Operations is priced as a project, based on the scope we agree together.

Every search includes a three-month replacement guarantee. If the new hire leaves within three months, we run the search again, included in our fee, under the terms set in our contract.