Functions
Human Resources
The people function, built by people who know it from the inside.
Why this seat matters
The people function is what everything else runs through. When it is empty, hiring slows, onboarding gets improvised, and the issues that should have been handled quietly become the ones that reach your desk. It is the seat whose absence is felt in every other department.
Roles we place
CHRO
VP People
Director of Talent
HR Business Partner
Head of Recruiting
Who we place
People and talent leadership from HR business partner through to CHRO. This is the function we know from the inside.
How we find them
HR and talent leaders know every recruiter’s playbook, because many of them wrote it. We start fresh on every search, reach them directly, and talk to them the way a peer would. You meet 2 or 3 people who have built what you need next, not 30 who match the job description.
We commit to
An accepted offer within 30 days of intake, so hiring and onboarding stop running on improvisation. One relationship manager for every people search, from HR business partner to CHRO. No pods, no hand-offs, and most of the people we place are still in the seat.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
HR titles only tell part of the story. We find and engage the talent, then uncover what a profile can’t show: the environments they’ve worked in, the problems they’ve solved, and how they lead.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Your business is growing or changing, and you need an HR leader who can build what comes next.
You need someone with the judgment to balance the needs of the business with the needs of its people.
You have approval to hire and want the right person in the seat within 30 days.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Human Resources
The people function, built by people who know it from the inside.
Why this seat matters
The people function is what everything else runs through. When it is empty, hiring slows, onboarding gets improvised, and the issues that should have been handled quietly become the ones that reach your desk. It is the seat whose absence is felt in every other department.
Roles we place
CHRO
VP People
Director of Talent
HR Business Partner
Head of Recruiting
Who we place
People and talent leadership from HR business partner through to CHRO. This is the function we know from the inside.
How we find them
HR and talent leaders know every recruiter’s playbook, because many of them wrote it. We start fresh on every search, reach them directly, and talk to them the way a peer would. You meet 2 or 3 people who have built what you need next, not 30 who match the job description.
We commit to
An accepted offer within 30 days of intake, so hiring and onboarding stop running on improvisation. One relationship manager for every people search, from HR business partner to CHRO. No pods, no hand-offs, and most of the people we place are still in the seat.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
HR titles only tell part of the story. We find and engage the talent, then uncover what a profile can’t show: the environments they’ve worked in, the problems they’ve solved, and how they lead.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Your business is growing or changing, and you need an HR leader who can build what comes next.
You need someone with the judgment to balance the needs of the business with the needs of its people.
You have approval to hire and want the right person in the seat within 30 days.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Human Resources
The people function, built by people who know it from the inside.
Why this seat matters
The people function is what everything else runs through. When it is empty, hiring slows, onboarding gets improvised, and the issues that should have been handled quietly become the ones that reach your desk. It is the seat whose absence is felt in every other department.
Roles we place
CHRO
VP People
Director of Talent
HR Business Partner
Head of Recruiting
Who we place
People and talent leadership from HR business partner through to CHRO. This is the function we know from the inside.
How we find them
HR and talent leaders know every recruiter’s playbook, because many of them wrote it. We start fresh on every search, reach them directly, and talk to them the way a peer would. You meet 2 or 3 people who have built what you need next, not 30 who match the job description.
We commit to
An accepted offer within 30 days of intake, so hiring and onboarding stop running on improvisation. One relationship manager for every people search, from HR business partner to CHRO. No pods, no hand-offs, and most of the people we place are still in the seat.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
HR titles only tell part of the story. We find and engage the talent, then uncover what a profile can’t show: the environments they’ve worked in, the problems they’ve solved, and how they lead.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Your business is growing or changing, and you need an HR leader who can build what comes next.
You need someone with the judgment to balance the needs of the business with the needs of its people.
You have approval to hire and want the right person in the seat within 30 days.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.