The hire you don't
have to manage

We spend two weeks understanding your seat. Then we find the person who thrives in it. Flat fee starting at $7,500.

Book a Scoping Call → See Pricing →

What nobody measures

The interview went great.
The hire didn't. Here's why.

78% of roles are misframed
before the search begins

The role you posted is not the role you need

In 78% of our engagements, the two-week discovery process reveals a fundamental misframe. The job description... often written in 23 minutes, increasingly with ChatGPT... describes a role that no longer exists. Nobody mapped the environment, the team dynamics, or what success actually looks like at 90 days. The description attracts the wrong people before the search even begins.

45min

The interview measured charm, not capability

The average hiring interview is 45 minutes. In that time, you learn how someone talks on camera, how they handle small talk, and whether you'd enjoy lunch with them. You learn nothing about how they think under pressure, how they collaborate with your team, or whether they can actually do the work.

Work sample tests predict job performance three times better than unstructured interviews.

Schmidt & Hunter, 1998. Psychological Bulletin

$240K lost

The wrong hire doesn't just leave

The average cost of a bad mid-level hire is $240,000 in salary, lost productivity, rehiring, and team disruption. But the real damage is harder to measure.

The teammate who saw it coming and wasn't heard? They're already interviewing elsewhere.

One wrong hire can change the social dynamics of an entire organization. Most agencies guarantee 60 days and disappear. That guarantee expires before the problems even surface.

hours of your time is all we need to change this.

Most founders spend 40+ hours per hire. You give us three.

And then something changes.

"I finally feel excited about the future of my business... and that hasn't happened in a very long time."

Emma Dewey, Founder, BabyEm Training Agency

The hard path that works

Nine things have to go right
for a hire to actually last.

Most companies get four of them. The other five take too long, so they get skipped. We built a process that covers all nine... and only needs three hours of your time to start. We call it discovery-led hiring.

Role definition Skipped. The job description is written in 23 minutes, often with ChatGPT, and posted the same day. We ask 30-40 questions and run discovery calls with your leadership team to understand what the seat actually needs.

Environment mapping Skipped. Nobody maps the team dynamics, culture, or constraints before writing the job post. We send a Team Perspective Survey to 4-5 people in your company to understand the real environment, not just the founder's version.

Work Driver profiling Skipped. No one identifies what behavioral drivers predict success in this specific role and environment. We identify the 32 behavioral drivers that predict success in this specific role, then match candidates against them.

Source targeting Post on one or two job boards and wait for applications to come in. Reactive, not proactive. We source proactively across 8+ channels, targeting candidates who match the behavioral profile we built in discovery.

Candidate screening Resume keyword matching. Ten-minute phone screens. Filter by credentials, not capability. Candidates receive a 29-page Job Deck with full transparency. Those who are not aligned self-select out before we invest in discovery calls.

Work Simulation Skipped entirely. Candidates are evaluated on how well they interview, not how well they work. Candidates complete paid, bespoke simulations using real problems from your business. You see how they actually think and solve problems.

Team calibration Skipped. The team meets the candidate for the first time during a rushed interview with no aligned expectations. We align your team's expectations before anyone meets a candidate. Every interviewer knows what to look for and why.

Offer management Verbal offer, hope they accept. No structured negotiation or candidate packaging. We support offer negotiation with market data and candidate context, ensuring both sides feel confident in the terms.

Integration support The agency disappears after placement. If problems surface at month three, that is your problem. We monitor the placement for 120 days. If something isn't working, we address it. If the hire fails, we replace them.

Nine things have to go right. Here is what that looks like in practice.

The same pool of talent runs through fundamentally different processes. One is built for speed. The other is built to last.

The typical process

500

applications received

resume screened

phone screened

3-5

interviewed

hired

42%

gone in 18 months

Our process

500+

sourced across 8+ channels

100

Work Drivers screened

Job Deck review + self-selection

discovery calls (45 min each)

candidate packaging + fit scoring

Work Simulation (paid, bespoke)

behavioral scoring with evidence

presented with documented reasoning

hired

90%

still in role at 18 months

See the full methodology →

The hard work doesn't have to be yours.

"Most of our clients already know what they need. They just haven't had someone take the time to help them see it clearly."

Josh Hill, Founder & Discovery Lead, SuperHired

The process

You give us three hours.
Here's what we do.

Role Discovery

Weeks 1-2

We ask 40+ questions and map your environment against 32 Work Drivers. We learn what the seat actually needs, not what a job description says it needs.

Role Design

Week 3

We deliver your Work Environment Scan, Right Person Profile, Job Map, and Salary Benchmark. These are yours to keep regardless of what happens next.

Candidate Search

Weeks 3-7

Our tools source candidates across 8+ channels. Our recruiters build the relationships that close. We're looking for fit, not filling a funnel.

Work Evaluation

Weeks 7-9

Candidates complete paid Work Simulations using real problems from your business. You see how they actually think and solve problems, not how well they interview.

Hire and Integration

Final phase

We support offer negotiation and onboarding. Then we monitor the placement for 120 days to make sure the hire actually sticks.

See the full methodology →

Results

BabyEm's 12-year hiring struggle. Solved.

For over a decade, BabyEm's founder tried everything. Job boards, agencies, referrals, gut instinct. Every hire was a gamble, and the house kept winning.

Then she tried SuperHired and our discovery-led methodology. We spent two weeks understanding her company, her team dynamics, and what success actually looked like at 90 days.

The first placement through our process broke a 12-year pattern. The person is still there, still thriving, still making the team better.

12 yearsof hiring failure

1 placementbroke the pattern

Still thrivingafter 18 months

Operations Manager

Work Drivers ✓ Simulation ✓ 94% Match

"They didn't just find us a candidate. They found us a person who understood why we work the way we work."

Emma Dewey, Founder, BabyEm Training Agency Read the full case study →

Flat fee. Not a percentage of salary.

You know the cost before we start. No surprises. No percentage. No scope creep.

$7,500

One role. Full methodology.
120-day guarantee.

Book a Scoping Call →

What you get

30-40 question intake and discovery calls with your leadership team
Team Perspective Survey sent to 4-5 people in your company
Right Person Profile built from behavioral and environmental match
Job Map decomposing the role into real accountabilities
Salary Benchmark with market reality check
29-page Job Deck for transparent candidate outreach
Bespoke Work Simulation designed from your actual business problems
Behavioral scoring with documented evidence for every candidate
4-5 candidates presented with reasoning, risks, and trade-offs documented
Offer negotiation support
120-day placement guarantee with replacement

All deliverables are yours to keep, regardless of outcome.

Hiring for senior or executive roles? See Select and Signature tiers →

Honest about fit

We're not built for all hires,
and we'll tell you.

A flat fee only makes sense for certain hires. Here are the situations where we do our best work. When we're not a fit, we'd rather say so now and not waste your time.

We're built for you when…

You're filling a permanent role, and a bad hire would be expensive to fix.
You're a founder or executive without weeks to spend on sourcing and interviews.
You've been let down by recruiters who send resumes they haven't really vetted.
Behavioral fit matters to you as much as the resume does.
You'd rather hire one person who truly fits than three who almost do.
You can give the discovery process about two weeks before the search begins.

We're not the right fit when…

You need bulk or high-volume staffing, like ten of the same role at once.
You're hiring for temporary or contract work.
The role pays under about $60,000, where a flat fee doesn't make economic sense.
You need someone to start within days. Our process takes a few weeks by design.

We work with companies across the United States and select international teams.

If we're not right for this one, we'll tell you on the call.

Not quite ready?

We're happy to answer questions, talk through your situation, or just listen. No commitment. No pitch. Just a conversation about what you're building and whether we can help.