Real searches, real outcomes. See how we've helped engineering and leadership teams scale faster, hire smarter, and build for the long term.
A fast-growing EdTech startup needed to scale their engineering team quickly to meet surging platform demand. With limited recruiting experience and a commitment to building a diverse team, they needed a partner who could deliver quality candidates fast — without sacrificing fit.
The startup struggled to find engineers with expertise in their specific tech stack. With no structured recruiting process and limited tools, hiring was slow and inconsistent. Their commitment to building a diverse team added another layer of complexity that their internal team wasn't equipped to handle.
Using the TRECC Method, we delivered a shortlist of 5 highly qualified engineers within 5 days for each required skill set. Every candidate was vetted against the startup's specific tech stack, employment logistics, and diversity goals — not just their resume.
The startup tripled its engineering team and maintained a 100% retention rate across every hire. With a predictable, repeatable recruiting process in place, they were able to focus on what mattered most: building their product and serving their users.
A HealthTech startup revolutionizing healthcare access needed to scale their engineering team fast. Their internal TA team was overwhelmed, their ATS was outdated, and candidates were waiting months for responses. They needed structure, speed, and quality — all at once.
We placed multiple mid-level to staff-level software engineers and reduced time-to-fill from months to three weeks. The recruiting framework we put in place created predictability the team hadn't had before — giving the startup the infrastructure to scale confidently as demand continued to grow.
A leading research and regulatory agency needed an Executive Director capable of managing complex relationships, driving culture change, and advancing representation across the organization. The role was highly specialized, with no direct industry comparables — requiring a search strategy built from scratch.
The organization's niche position meant there were no direct competitors to source from. Traditional executive search approaches wouldn't work. The board required a diverse slate of candidates with direct industry experience — and cost efficiency was a hard constraint.
The search delivered a robust slate of top-tier executive candidates, each with deep and relevant expertise. The approach not only met the board's requirements for diversity and domain experience — it exceeded their expectations on candidate quality. The organization secured transformative leadership without compromising on any of their objectives.
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