Define what success really takes.
We go deep on your product, team, environment, and what this person must accomplish. We ask the hard questions, agree on trade-offs up front, and shape a search brief around the work rather than a generic job title.
SERVICES / 01 · Tech Recruiting
Build the team that can solve what’s next.
From startups searching for product-market fit to enterprises running platforms at scale, we recruit engineers and technical leaders who can take on consequential problems. We evaluate technical depth, judgment, drive, and alignment with the team they will join.
Start a search ↗Startup to enterpriseOn-site, hybrid, or remotePermanent, direct hire
Know the environment.
Find who thrives in it.
A founding engineer working toward product-market fit faces a different challenge from a staff engineer strengthening a platform used at scale. We learn the product, the pace, the team, and the stakes behind the title. Then we look for people whose track record and working style fit that reality.
THE WORK BEHIND EVERY HIRE
A rigorous search.
Owned from brief to offer.
A dedicated account manager works closely with your team and owns the selection process, keeping the search and its trade-offs visible at every stage.
Map the market and engage the right people.
We run focused research, identify relevant talent, activate relationships, and approach people who are rarely reached through a job post. Your account manager owns the outreach and keeps the search aligned as new information emerges.
Go beyond skills and experience.
We have substantive conversations about what candidates built, the decisions they made, and how they solved hard problems. We run role-relevant technical screens and, where useful, practical assessments. We also evaluate motivation, expectations, communication, working style, and cultural alignment.
Bring you a shortlist with evidence.
You meet a small group of people who can do the job and want this opportunity. Every recommendation includes the context behind the fit, the strengths to explore, and any trade-offs to discuss. We manage interview coordination and feedback throughout.
Navigate the offer together.
We guide compensation conversations, manage the back-and-forth, and surface concerns before they become surprises. Our goal is an agreement that works for both your company and the person joining it.
Stand behind the hire.
We support both sides through the transition and stay available as the new teammate settles in. Every direct hire search includes our 90-day guarantee: if the hire does not work out in that period, we go back to work on the role.
THE HIDDEN COST OF HIRING
Your next hires need your attention.
How much of it?
See how recruiting work adds up when a founder, CTO, or COO owns the search. Change the assumptions to reflect your own process.
Edit the time assumptions +
Estimated leadership hours per role. Use your own numbers.
ILLUSTRATIVE SCENARIO
63leadership hours
you could reclaim
you could reclaim
Running the search yourself 96h
Working with Motum 33h
Potential value of time redirected to your product $9,450
How this works. The default is an illustrative 32 leadership hours per role running a search, compared with 11 hours for role alignment, shortlist review, interviews, and an offer when working with Motum. Multiply the difference by the number of roles and your chosen hourly value. This is a planning estimate of leadership capacity, not a quote, cash saving, or guaranteed outcome.
Ashby observed about 21 total interviewer hours per technical hire at startups with fewer than 25 employees and 18 applicants interviewed per technical hire. Those are team-wide interview benchmarks, not a measure of founder hours. SHRM reports a median time to fill of about 45 days, which is elapsed time rather than hours worked. Ashby research ↗ SHRM report ↗
BUILT FOR YOUR STAGE
Different stakes.
The same high bar.
Builders for the zero-to-one work.
When the product and operating model are still taking shape, we look for people who can work through ambiguity, stay close to customers, and make sound decisions without a playbook.
Leaders for systems at scale.
When reliability, complexity, and coordination are the challenge, we look for engineers who can strengthen critical platforms, influence across teams, and deliver with rigor.
QUESTIONS WE HEAR
Search,
explained.
Searches differ by role and market. These are the standards we work to and the support you can expect.
How long does a direct-hire search take?
Most clients meet a shortlist within about a week of the intake call. Across our searches, 92% of candidates we submit are invited to interview. The time to a final hire depends on the role, location, interview process, and decision pace.
What does the 90-day guarantee cover?
If a direct hire does not work out within the first 90 days, we go back to work on that role. We also stay available to support the transition after the offer is accepted.
Can you recruit for on-site roles?
Yes. We run searches for on-site, hybrid, and remote positions, including roles that require talent in a specific U.S. city.
Do you help with salary and offer negotiation?
Yes. We bring market context into compensation discussions, manage the back-and-forth, and help both sides reach an offer they feel good about.
WORK WITH MOTUM