My role is not on the list. Can you still hire it?

Yes. The list is what we get asked for most, not a limit — the agents work from your scorecard, not from a template per job title.

How do you screen for technical depth?

The probes come out of your scorecard: which models they took to production, how they validated them, what they owned in the rewrite. You do not have to be an engineer to ask them.

Yes, and it is where brand-first outreach matters most. A CMO replies to a founder; they do not reply to an unknown recruiter.

Part-time and fractional?

Fractional CFOs, part-time consultants, interim leads — availability and day rate are part of the screening.

One scorecard covering several openings is a single role in pricing terms, so five SDRs cost the same as one.

By role

Every role needs a different kind of proof

Each family gets its own scorecard and its own signals — a CMO and an SDR are not found the same way.

C-level & exec Sales Tech & data Consultants & fractional

The mobility index, with criteria weighted per role

The same index, weighted differently for every role family.

C-level & exec

CMOCSOCROVP SalesVP EngineeringGM

Hard because

The pool is small, everyone in it is employed, and nobody answers a recruiter. The shortlist has to be right, not long.

Signals the agents read

Tenure past the average exit window for the level

Equity vesting cliffs and last funding event

Whether they have run the transition you need — Series A to C, PLG to enterprise

What lands12–18 named people, a mobility read on each, outreach drafted for your CEO to send.

Sales

Account ExecutiveSDRBDRSales ManagerHead of Sales

Hard because

Every profile says top performer at 130% of quota. What predicts is the segment they actually sold, and whether they ramped or inherited a book.

Signals the agents read

Quota claims cross-checked against tenure and promotion cadence

Deal size, cycle length and segment at previous employers

Outbound-built versus inbound-fed pipeline

What landsPhone-screened before you see them: current OTE, why they are leaving, what they really sold.

Tech & data

Fullstack engineerData scientistAI / ML engineerPlatform & SREEngineering Manager

Hard because

The signal is in what they built, not the title — and a keyword search cannot tell real scale from a side project with the same stack.

Signals the agents read

Repositories, commits and open-source trail

Stack depth at production scale, not as listed on the CV

Systems size in numbers — throughput, data volume, users

What landsA score with the evidence behind every claim, plus the two gaps worth probing on your technical call.

Consultants & fractional

Salesforce consultantSAP consultantPart-time CFOInterim CTODelivery manager

Hard because

Availability is the entire game and it changes weekly. Half the market is freelance and invisible to an ATS.

Signals the agents read

Certifications and whether they are still current

Project cadence and the current engagement end date

Day-rate band for the certification and geography

What landsAvailable-from date, day rate and references — before your partner spends a call.

Not on the list? The scorecard is built on a call, not picked from a menu.

Describe your role

Frequent questions

Questions about roles

Hiring something unusual? Book a call and ask us directly.

Tell us the role you are stuck on

One call to set the bar. The market map comes back before anyone is contacted.

Book a 20-min call See the product

Every role needs a different kind of proof

C-level & exec

Sales

Tech & data

Consultants & fractional

Questions about roles

My role is not on the list. Can you still hire it?+

How do you screen for technical depth?+

Do you do C-level?+

Part-time and fractional?+

Volume hiring?+

Tell us the role you are stuck on