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for companies
Series A through Series D. We place senior AI engineers, ML engineers, and AI leadership on contingency for core tiers, retained for executive search. Thirty to sixty days typical to offer when your process moves with us.
Schedule Intro CallVector databases, inference platforms, training orchestration, observability for models at scale. We source engineers who have shipped latency-sensitive paths, not slideware.
Legal, medical, sales, and finance domains where evaluation and compliance matter as much as model quality. We match domain seriousness with technical depth.
IDEs, CI intelligence, codegen, and internal platforms where the user is another engineer. Bar is high and the interview loop should stay short.
Product teams shipping agents, tool use, RAG, and eval harnesses in production. We look for ownership of failure modes, not demo accuracy.
4–8 years typical
Python, PyTorch or JAX, strong data intuition, production model delivery, clear eval habits.
$150K – $220K base (Tier 1 fee band)
Teams that need IC horsepower on modeling and pipelines without org-wide architecture mandate yet.
7–12 years typical
End-to-end model systems, cross-team technical leadership, mentoring, pragmatic tradeoffs on cost and quality.
$220K – $320K base (Tier 2 fee band)
Most common ask from Series A–C: the person your leads trust to co-own the roadmap for models and infra touchpoints.
10+ years typical
Architecture across training and serving, research-to-production handoff, hiring bar, stakeholder translation.
$320K – $450K base (Tier 3 fee band)
Small senior groups where one hire changes what you can attempt technically in the next four quarters.
Executive scope
Org design, multi-quarter hiring plans, technical strategy, vendor and compute decisions, board narrative.
$400K – $700K+ base, retained search
Series B+ building or restructuring the AI function with visible outcomes in ARR, risk, or unit economics.
After kickoff, you receive a shortlist sized for real interviews, not theater. Each person is pre-screened on depth so your staff engineers stay focused on shipping.
We map GitHub, Hugging Face, paper trails, and the communities where serious builders actually work. Outbound is specific to your stack and evaluation plan.
You see sourcing themes, why each candidate maps to your bar, and where we are weak in market. No black box, no mystery candidates.
If the hire exits early under the agreement terms, we run a replacement search for the same role definition. Incentives stay aligned after day one.
Discovery call and contract signed. Calendar locked for feedback SLAs.
Sourcing kickoff and deep dive on stack, team topology, and compensation reality.
First batch of up to five vetted candidates delivered with written technical notes.
Client interviews and structured feedback. We adjust the search based on signal.
Offer window for most engagements. Negotiation support stays technically grounded.
Candidate start after notice period in typical cases. Onboarding check-ins as agreed.
Replacement guarantee window active. We stay reachable for role drift or team changes.