AI, Tech and Support Teams
Hire AI & Tech Talent
Fast, Affordable, Guaranteed
Build a fullstack hiring funnel to attract and hire 10x engineers that thrive in your startup:
✅ Build a Strong Employee Brand
✅ A Candidate First Hiring Experience
✅ Setup the framework to make employee thrive in your culture
🔁 Repeat
❌ Why Founders Struggle to Hire Right
🚪 You’re Only Seeing the Candidates Who Apply
Most top performers aren’t actively job hunting. Relying on inbound means you’re missing the hidden 70% who need to be engaged directly.
🎯 Fit Isn’t Just About Skills — It’s About Context
Resumes don’t tell you how someone thinks, works under pressure, or fits into your team. That’s why “on paper” hires often underdeliver.
⏳ Your Time is Spent on the Wrong Part of Hiring
You’re in interviews too early, trying to filter out noise. We help you meet only top-tier, pre-vetted candidates — saving hours and reducing decision fatigue.
🔍 You’re Missing a System — Not Just a Person
Great hiring isn’t one-and-done. We help you build a repeatable funnel that attracts, qualifies, and retains top talent — beyond this hire.
🏆 Let's build a System to Attract, Hire, and Keep your Top Talent
🧲 MAGNET
We showcase your team, culture, mission, and rituals to attract 10x Engineers
📣 AMPLIFY
We design Job Ads Campaigns with Higher ROI
🔍 HIRE
We filter signal from noise, evaluate real fit, and save your team hours of hiring time
🚀 THRIVE
Align expectations early, build trust fast, boost performance and retention from day one.
🚀 How We Work
🧲 1. Strategic Role Positioning
We align on your true hiring goals, define the ideal candidate profile, and clarify what success looks like in the role — so we attract doers, not job hoppers.
🛠️ 2. Build Your Hiring Magnet
We turn your team, culture, and mission into magnetic content — with branded job posts, short videos, and podcast features that boost your employer brand and attract talent that resonates.
🎯 3. Talent Mapping & Sourcing
We identify where your ideal candidates live (online and globally) and proactively reach out — so you get signal over volume from the start.
📬 4. Precision Outreach & Engagement
Every message is crafted for reply-worthiness — we don’t spray and pray, we spark interest through personal, value-driven outreach.
🧠 5. Deep Fit Screening
We assess for hard skills, soft skills, and mission alignment — sending you a short list of people who can deliver and thrive in your team.
📈 6. Metrics-Driven Collaboration
You get async updates, funnel metrics, and a shared hiring board — so you stay in the loop without drowning in back-and-forth.
🤝 7. Offer Navigation & Closing
We handle salary alignment, expectations, and close support — helping you land your top pick without last-minute surprises.
🚀 8. Onboarding & Retention Support
We prep a 30–60 day plan, manager insights, and early pulse checks — so your new hire ramps up fast and sticks around for the long haul.
👋 Why Working With Me?
I’m Chris — Tech turned Headhunter to improve the hiring landscape and bring more opportunities to people.
💼 Microsoft, Salesforce, ContentSquare — I speak dev, product, and support fluently
👾 AI enthusiast since 2008 — I bring real knowledge of the field and the industry
🚀 Bootstrapped my own SaaS — I understand lean teams and what real delivery takes
▶️ 350K+ YouTube views — I attract talent before you even post the job
🤝 15+ Referral Partnerships — Bringing fresh talent and developing educational initiatives
🚀 Let’s Growth Your Team — Fast, Lean, Guaranteed
🎯
FULL STACK HIRING FUNNEL
Flat 10% fee + $3K Retainer
- 🧲 Magnet – Podcast Appearance, Video Content, Referral Campaigns
- 📣 Amplify – Job Post Design, Targeted Outreach
- 🔍 Hire – Deep Screening, Skill Testing, Shortlist Delivery, Interview Support
- 🚀 Thrive – Onboarding Plan, 30/60-Day Ramp-Up, Manager Snapshots
- 📊 Weekly Funnel Metrics & Hiring Dashboard
- 📞 2x Weekly Strategy Calls + Slack/WhatsApp Updates
- 🔒 Background Checks & Offer Closing Support
- 🛡️ 30-Day Shortlist or your Money Back
- ⚔️ 60-Day Hire or your Money Back
- 🧙♂️ 12-Month Performance or your Money Back
Frequently Asked Questions 📌
1. We’re not hiring right now.
Totally fair. But this isn’t just about today — it’s about building a system so you’re not scrambling when you are ready. I can audit your current hiring process, help improve your employer brand, and prep your funnel so you attract better talent the moment you go live.
2. Why should I pay upfront? Can’t we do success-only?
The $2,000 retainer ensures I can invest real time into strategy, branding, sourcing, and screening — not just keyword-matching. It filters out flaky clients and lets me focus deeply. Plus, it’s deducted from the final fee, and you get a 180-day guarantee and free onboarding assets baked in.
3. We already have an internal recruiter.
Perfect — I’m not here to replace them. I act as a force multiplier: helping with automation, candidate branding, sourcing passive/global talent, and offloading technical assessments. Most internal teams don’t have the bandwidth or toolstack I use.
4. Your service sounds great, but 10% still feels expensive.
Compared to 20–40% search firm fees, it’s less than half — with more support, better tech, and no bloated overhead. Plus, you’ll save founder time, avoid mis-hires, and get long-term assets like onboarding systems and brand content. That’s a cost-per-hire ROI most teams don’t get.
5. How do I know you can find candidates better than job boards or LinkedIn?
Job boards give you volume — I give you signal. I combine inbound from YouTube, programmatic outreach, curated communities, and a human-filtered short list — so you don’t waste time interviewing the wrong people.
6. We had a bad experience with recruiters in the past.
So have I — it’s what drove me to build a better model. I bring a tech background, work solo (no junior handoffs), and give you visibility at every step: Slack updates, weekly syncs, hiring metrics, async screening. No black box — just results.
7. We don’t want a long recruitment process.
Same here — speed is part of the value. My process is optimized to move fast, from sourcing to interviews. I aim for first shortlist within 10 days, with async screening and interview kits to cut total time-to-hire by 30–50%.
8. We already get tons of applicants.
I get it — but volume ≠ quality. You’re likely buried in AI-assisted, low-fit applications. I filter the noise and bring pre-vetted, high-fit profiles. You’ll waste less time on interviews, and close better hires faster.
9. We want someone in our timezone or market.
That’s part of the hiring strategy. I map the market with you and filter by timezone, location, and cultural fit. Remote doesn’t mean random — I build your funnel to match your working style.
10. Can we just try you for one role before committing long-term?
Absolutely. Let’s make one great hire together — you’ll see the quality, speed, and strategy I bring. After that, if you want to scale with me, I’ll help you build a hiring engine that grows with your team.