Functions
Product
Product leaders who can hold the roadmap and the room.
Why this seat matters
Product is where strategy either becomes a roadmap or becomes a backlog. Without an owner, engineering builds what is loudest, customers hear commitments nobody made, and the roadmap turns into a list of everyone’s opinions. Momentum is very hard to restart.
Roles we place
CPO
VP Product
Director of Product
Principal Product Manager
Head of Design
Who we place
Product management and design leadership, from principal product manager through to CPO. We look for people who can hold the roadmap and the board conversation.
How we find them
The product leaders worth hiring are deep in a roadmap and not looking for the next one. We start from scratch, reach them directly, and find out what they shipped, what they cut, and why. You meet 2 or 3 people ready to own your roadmap.
We commit to
Thirty days from intake to accepted offer, so the roadmap doesn’t turn into a backlog while you wait. One relationship manager for every product search you run with us. No pods, no hand-offs, and your search never gets dropped for a bigger one.
{
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.
These searches turn on scope. The gap between a product manager and a product leader is where most of them go wrong, so we will push hard at intake to establish which one you actually need.
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…
You need product talent with experience that matches your stage, product, and priorities.
You want to know what someone has actually built, owned, launched, or scaled, not just what their title says.
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
Product
Product leaders who can hold the roadmap and the room.
Why this seat matters
Product is where strategy either becomes a roadmap or becomes a backlog. Without an owner, engineering builds what is loudest, customers hear commitments nobody made, and the roadmap turns into a list of everyone’s opinions. Momentum is very hard to restart.
Roles we place
CPO
VP Product
Director of Product
Principal Product Manager
Head of Design
Who we place
Product management and design leadership, from principal product manager through to CPO. We look for people who can hold the roadmap and the board conversation.
How we find them
The product leaders worth hiring are deep in a roadmap and not looking for the next one. We start from scratch, reach them directly, and find out what they shipped, what they cut, and why. You meet 2 or 3 people ready to own your roadmap.
We commit to
Thirty days from intake to accepted offer, so the roadmap doesn’t turn into a backlog while you wait. One relationship manager for every product search you run with us. No pods, no hand-offs, and your search never gets dropped for a bigger one.
{
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.
These searches turn on scope. The gap between a product manager and a product leader is where most of them go wrong, so we will push hard at intake to establish which one you actually need.
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…
You need product talent with experience that matches your stage, product, and priorities.
You want to know what someone has actually built, owned, launched, or scaled, not just what their title says.
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
Product
Product leaders who can hold the roadmap and the room.
Why this seat matters
Product is where strategy either becomes a roadmap or becomes a backlog. Without an owner, engineering builds what is loudest, customers hear commitments nobody made, and the roadmap turns into a list of everyone’s opinions. Momentum is very hard to restart.
Roles we place
CPO
VP Product
Director of Product
Principal Product Manager
Head of Design
Who we place
Product management and design leadership, from principal product manager through to CPO. We look for people who can hold the roadmap and the board conversation.
How we find them
The product leaders worth hiring are deep in a roadmap and not looking for the next one. We start from scratch, reach them directly, and find out what they shipped, what they cut, and why. You meet 2 or 3 people ready to own your roadmap.
We commit to
Thirty days from intake to accepted offer, so the roadmap doesn’t turn into a backlog while you wait. One relationship manager for every product search you run with us. No pods, no hand-offs, and your search never gets dropped for a bigger one.
{
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.
These searches turn on scope. The gap between a product manager and a product leader is where most of them go wrong, so we will push hard at intake to establish which one you actually need.
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…
You need product talent with experience that matches your stage, product, and priorities.
You want to know what someone has actually built, owned, launched, or scaled, not just what their title says.
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.