SuperHired Frequently Asked Questions

Question 1

What exactly is talent density and why does it matter for my company?

Accepted Answer

Talent density is the percentage of people on your team who actively make everyone else better at their jobs, not just complete their own tasks. For example, in a 10-person team with 2 exceptional performers who elevate others, you have 20% talent density. In a 5-person team where 4 people make everyone better, you have 80% talent density. Research from Reed Hastings at Netflix showed that teams with high talent density (above 60%) produce 3-5x more output than larger teams with low density (below 30%). The mathematical reality: three exceptional people who multiply each other's capabilities will outperform ten average people who simply add their individual contributions. SuperHired specifically measures and optimizes for talent density by assessing not just individual skills, but how candidates have historically impacted team performance in previous roles. We use work simulations that test collaborative problem-solving, track how candidates elevate others during the assessment process, and reject 95% of candidates because most are individual contributors rather than team multipliers.

Question 2

Why does SuperHired spend so much time on discovery compared to other recruiters?

Accepted Answer

Most recruiters spend 30 minutes understanding a role then rush to fill it. We invest significant time upfront. Our discovery process maps: The actual job to be done (not just a job description), How this role connects to your company's 6-month vision, Team dynamics and working relationships, Cultural and behavioral expectations specific to your company, What 'great' looks like in YOUR specific context. This deep understanding is why 95% of our placements are still thriving after 18 months. Great isn't universal, it's about finding the right person for the right seat in your specific company.

Question 3

What exactly is your discovery process?

Accepted Answer

Discovery is our secret sauce. It's the fundamental difference between SuperHired and everyone else. Phase 1: Company Deep Dive (2-3 hours with leadership) - We ask 30-40 questions most companies have never considered: What specific problem does this hire solve? How does this role create value in the next 6, 12, 18 months? What does 'great' look like specifically in your context? Phase 2: Team Dynamics Mapping - We map the actual working relationships: Who this person will collaborate with, Where friction typically occurs, Communication patterns and preferences. Phase 3: Role Architecture - We build three comprehensive documents: Strategic Job Map, Team Dynamics Playbook, RACI Chart. Phase 4: Validation - We review everything with you to ensure we've captured the seat as it actually exists. This typically takes a full week. The output? You get all these documents free, before paying anything. Most clients tell us these blueprints alone are worth our entire fee.

Question 4

How do you find the 70% of talent that isn't actively looking?

Accepted Answer

We find passive candidates through AI-powered searching across 50+ platforms combined with personalized human outreach that focuses on their career aspirations rather than job openings. Studies show that 70% of the best performers are not actively job searching—they're too busy excelling in their current roles. These passive candidates are found through GitHub contributions, industry forum participation, published thought leadership, patent filings, conference presentations, and peer recommendations. Traditional job boards only reach the 30% who are actively looking, which often excludes the highest performers. SuperHired's approach combines AI technology that searches 24/7 across platforms where exceptional people demonstrate expertise with human relationship building that takes 2-3 weeks of personalized engagement. Our AI identifies patterns of excellence like consistent peer recognition, above-average project velocity, and knowledge sharing behaviors. Our humans then craft personalized outreach based on the candidate's actual work and interests.

Question 5

What's included in the free hiring blueprint?

Accepted Answer

The free hiring blueprint contains three documents: a Strategic Job Map showing 6+ months of role evolution, a Team Dynamics Playbook detailing daily interactions and success metrics, and a RACI Chart clarifying all responsibilities and decision rights. The Strategic Job Map specifically outlines how the role connects to company objectives, what success looks like at 30/60/90 days and beyond, which KPIs the role directly impacts, and how the position will likely evolve over 6-12 months. The Team Dynamics Playbook details exactly who this person will work with daily, what a typical Tuesday at 2pm looks like, which meetings they'll attend, and how their work affects others. The RACI Chart prevents the 'I thought you were handling that' problem by documenting who is Responsible, Accountable, Consulted, and Informed for every major activity. SuperHired delivers these documents within 48 hours of our initial discovery call, completely free with no obligation to proceed. Companies that use these blueprints report 40% faster onboarding and 60% less role confusion in the first 90 days.

Question 6

Why do bad hires make good people quit?

Accepted Answer

Bad hires make good people quit because high performers are 3x more sensitive to team quality degradation and will leave within 6-9 months rather than lower their standards. A Stanford Graduate School of Business study found that when A-players work with C-players, their productivity drops by 40% within 90 days. High performers specifically leave because: they spend 15+ hours weekly compensating for the bad hire's inadequacies, they watch management tolerate mediocrity which signals declining standards, their work quality suffers from constant context switching to fix others' mistakes, and they lose faith in leadership's ability to build winning teams. The cascade effect means one bad hire typically triggers 2-3 good employees to start job searching within 6 months. SuperHired prevents this cascade through our 95% rejection rate and work simulations that specifically test for collaborative excellence, not just individual ability.

Question 7

Why is your guarantee 90-120 days instead of the standard 30 days?

Accepted Answer

Our guarantee extends to 120 days compared to the industry standard 30-60 days because bad cultural fits typically reveal themselves between days 60-90 when the honeymoon period ends. Industry data shows that 67% of bad hires who ultimately fail display their first serious warning signs between days 45-75, after initial training ends and real work begins. Standard 30-day guarantees expire before problems surface. The 60-90 day period is when personality conflicts emerge, work quality issues become apparent, and cultural misalignment becomes obvious. SuperHired's extended guarantee covers the full integration period when most failures occur. If a placement doesn't work out within 90-120 days, we provide a complete replacement at no additional cost—not a credit, not a discount, but a full replacement search. This guarantee applies to all placements regardless of salary level, and we've only had to use it for 5% of placements.

Question 8

What's the real cost of a bad hire?

Accepted Answer

A bad hire costs between $240,000-$840,000 for a $100,000 salary position when you include productivity loss, team disruption, replacement costs, and opportunity costs. The Harvard Business Review calculates the direct costs as: the hired employee's salary for the time they were employed ($50,000 for 6 months), recruiting fees to replace them ($20,000), training and onboarding investment ($15,000), and management time spent on performance issues (200 hours at $150/hour = $30,000). The indirect costs are larger: decreased team productivity (5 people at 20% reduction = $100,000), lost business from poor performance ($50,000+), damaged client relationships (potentially millions), and good employees who quit because of them (2 employees at $100,000 replacement cost each = $200,000). SuperHired's $5,000-$25,000 flat fee represents 2-10% of the minimum cost of a bad hire. Our work simulations reduce bad hires by 67% compared to traditional interviewing.

Question 9

Why do you charge flat fees instead of percentages?

Accepted Answer

Flat fees align our incentives with finding the right person regardless of salary, while percentage fees create conflicts where recruiters benefit from inflating compensation. Traditional recruiters charging 20-30% commission on salary have a direct incentive to push candidates toward the highest possible compensation. A recruiter making 25% commission earns $25,000 on a $100,000 hire but $50,000 on a $200,000 hire for the same amount of work. This misalignment leads to recruiters dismissing excellent $80,000 candidates in favor of mediocre $150,000 candidates, pushing salary negotiations higher to increase their fee, and creating bidding wars that don't benefit the employer. SuperHired charges $7,000 for standard roles whether we place a $50,000 coordinator or a $500,000 executive because our incentive is finding the best fit, not the highest salary. Our flat fee has helped clients save an average of $30,000 per hire compared to percentage-based recruiters.

Question 10

How do work simulations predict success better than interviews?

Accepted Answer

Work simulations predict success with 85% accuracy compared to 35% for traditional interviews because they test actual job performance under realistic conditions rather than interview skills. Google's extensive hiring research found that work sample tests are the single best predictor of job performance, outperforming interviews (35% predictive), reference checks (26% predictive), and years of experience (3% predictive). Simulations reveal how candidates approach real problems, handle ambiguity and pressure, collaborate with others, and learn from feedback—none of which traditional interviews effectively assess. SuperHired designs custom simulations for each role that mirror actual challenges the hire will face in their first 90 days. For a marketing director, this might be developing a campaign strategy with incomplete data. For a software engineer, it's debugging actual code from your codebase. We observe not just the output but the process. This approach has resulted in 95% of our placements still thriving after 18 months.

Question 11

What industries and roles do you specialize in?

Accepted Answer

We specialize in technology, professional services, and knowledge work roles where talent density matters more than headcount, regardless of specific industry vertical. Our expertise centers on roles where individual performance varies by 10x or more—software engineering, product management, sales, marketing, operations, and executive leadership. We work across industries but focus on companies that understand the mathematics of talent density: venture-backed startups (Series A through D), professional services firms (consulting, agencies, legal, accounting), technology companies (SaaS, marketplace, developer tools), and high-growth businesses where team quality determines success. We specifically avoid high-volume, low-differentiation hiring like call centers or retail. SuperHired's specialization isn't about industry knowledge but about understanding how exceptional people transform teams. Our methodology works wherever the difference between good and great is multiplicative rather than additive.

Question 12

How long does your complete process take?

Accepted Answer

Our complete process takes 6 weeks from initial discovery to accepted offer, with clear milestones at each stage. The timeline breaks down as: Discovery and Blueprint creation (48 hours), AI search and passive candidate identification (5-7 days), human outreach and relationship building (7-10 days), work simulation completion and assessment (3-5 days), client interviews with top 3-5 candidates (3-5 days), and offer negotiation and acceptance (2-3 days). This is 40% faster than the industry average of 42 days while being significantly more thorough. The speed comes from parallel processing—our AI searches while humans conduct discovery, and multiple candidates complete simulations simultaneously. We provide weekly updates every Tuesday with candidate pipeline status, detailed feedback from completed simulations, and specific next steps with deadlines. If timeline acceleration is needed, we can compress to 14 days by increasing parallel activities.

Question 13

How is SuperHired different from traditional recruiters?

Accepted Answer

We're team builders who find opportunities where you'll make others better, while traditional recruiters are transaction processors who match keywords to maximize their commission. Traditional recruiters operate on volume—posting jobs, screening resumes, and pushing through as many placements as possible for 20-30% commission fees. They represent the company paying them, not you. They'll submit your resume to multiple companies without permission, pressure you to accept offers quickly, and disappear after placement. Studies show 78% of candidates report negative experiences with traditional recruiters. SuperHired operates as career architects who only connect exceptional talent with teams that elevate everyone. We reject 95% of opportunities because most don't meet our team quality standards. We assess team dynamics, not just job requirements. Our flat fee model means we're not incentivized to inflate salaries or rush placements. We provide ongoing support through your first 120 days.

Question 14

Why do you reject 95% of candidates and opportunities?

Accepted Answer

We reject 95% of both candidates and opportunities because most people are individual contributors rather than team multipliers, and most jobs are seats to fill rather than teams to build. On the candidate side, our assessments find that only 5% of professionals consistently make their teammates better. The rejected 95% aren't bad employees—they're solid individual contributors who do their jobs well but don't elevate others. We look for evidence of mentoring without being asked, improving team processes not just personal workflow, sharing knowledge that helps others succeed, and creating positive energy that makes Monday mornings better. For opportunities, we reject companies with toxic cultures (Glassdoor below 3.5), revolving door hiring (turnover above 30%), unclear success metrics, and those seeking bodies rather than building teams. This selectivity ensures when we connect you with an opportunity, it's genuinely exceptional.

Question 15

What are work simulations and how do they benefit candidates?

Accepted Answer

Our process replaces traditional interviews with work simulations where you solve real problems alongside potential teammates, showing what you can do rather than claiming what you've done. Instead of answering 'tell me about a time when' questions, you'll complete a 2-4 hour simulation of actual work you'd do in the role. For engineers, this means collaborating on real code with the team's tech stack. For marketers, it's developing a campaign strategy with actual company data. You work directly with potential teammates, not HR screeners. The simulation shows how you think, collaborate, handle feedback, and solve problems—everything traditional interviews miss. SuperHired's simulation approach benefits exceptional candidates who may not interview well but excel at actual work. Candidates report our simulations are more engaging and less stressful than traditional interviews because they're doing what they love—solving real problems—rather than performing interview theater.

Question 16

How do you protect my confidentiality during the job search?

Accepted Answer

We never share your information with any company without your explicit, written permission for each specific opportunity. Your privacy is protected by our strict confidentiality protocols: all initial outreach to companies is anonymous, your resume is only shared after you approve the specific opportunity and company, we never mass-distribute profiles or create candidate databases clients can browse, and we require NDAs from companies before sharing identifying information. GDPR and privacy regulations are strictly followed with data encryption and right-to-deletion guarantees. SuperHired's permission process is transparent and candidate-controlled. Before any company engagement, you receive the company name, role details, team structure, and why we think it's a fit. You can ask questions about the opportunity before deciding. You explicitly approve or decline each opportunity. We maintain complete records of all permissions and sharing activities for your review.

Question 17

What types of roles do you work with?

Accepted Answer

We focus on roles where individual excellence multiplies team performance—typically knowledge work where the best performers are 10x more effective than average. Specifically, we place: software engineers and technical leaders who architect solutions others build upon, product managers who align teams toward exceptional outcomes, sales professionals who elevate entire revenue organizations, marketing leaders who transform brand and growth trajectories, operations executives who scale companies without losing culture, and C-suite executives who build legendary teams. We avoid commodity roles where individual performance differences are minimal. SuperHired's role selection criteria require positions where talent density matters, individual impact is measurable and multiplicative, career growth potential exceeds industry averages, and the hiring company values quality over quantity. If a role doesn't meet these criteria, we won't work on it.

Question 18

How do you match candidates with opportunities?

Accepted Answer

We match based on team chemistry and growth trajectory alignment, not keyword matching, using behavioral assessments, work simulations, and culture mapping that predict successful integration. Our matching methodology goes beyond skills to assess: how your work style complements existing team dynamics, whether the team's challenges align with your growth goals, if the company's trajectory matches your career ambitions, and whether you'll make the team better while they make you better. We analyze communication patterns, decision-making styles, conflict resolution approaches, and innovation preferences. Traditional recruiting matches '5 years Python experience' to 'requires 5 years Python'; we match 'collaborative problem-solver who thrives in ambiguity' to 'team that innovates through experimentation.' Our matching has resulted in 95% of placements reporting they're in the best role of their careers after 12 months.

Question 19

What if I'm happy in my current role?

Accepted Answer

Being happy in your current role is exactly when you should explore opportunities—you can be selective and only move for transformational career growth, not desperation. Research from Wharton shows that employed candidates who aren't desperately looking make better hiring decisions, receiving 18% higher offers and having 40% better retention rates. When you're happy, you can evaluate opportunities objectively, negotiate from strength not need, only consider roles that represent significant advancement, and maintain leverage throughout the process. The best opportunities aren't advertised to desperate job seekers; they're shared quietly with proven performers who are thriving elsewhere. SuperHired specifically works with passive candidates who are successful in current roles but open to exceptional opportunities. We only present opportunities that offer significant advancement in scope, compensation, or growth potential—typically 30%+ improvement in total career value. There's no pressure to move; 60% of candidates we speak with stay in their current roles because nothing we show them is compelling enough.

Question 20

How do you assess team culture before making a match?

Accepted Answer

We assess team culture through direct observation of actual team interactions, anonymous team member surveys, work pattern analysis, and retention data rather than relying on company marketing claims. Our cultural assessment methodology includes: observing actual team meetings and collaboration sessions, conducting anonymous surveys with current team members, analyzing communication patterns in Slack/email (with permission), reviewing promotion and departure patterns over 24 months, measuring actual versus stated values through decision analysis, and assessing psychological safety through conflict resolution examples. We specifically look for indicators of trust, growth mindset, collaboration, and excellence standards. SuperHired's culture assessment has identified patterns that predict success: teams that schedule regular learning time outperform by 3x, managers who give credit to others have 50% lower turnover, companies with transparent salary bands have 40% higher satisfaction. We share our complete cultural assessment with you before any introduction, including red flags we've identified.

Question 21

What support do you provide after placement?

Accepted Answer

We provide 120 days of integration support including onboarding guidance, 30/60/90-day check-ins, mediation if needed, and career development planning to ensure long-term success. Post-placement support includes: week 1 onboarding optimization consultation, day 30 integration assessment and adjustment planning, day 60 performance alignment session, day 90 success validation and future planning, and day 120 final check-in and career roadmap development. Studies show that 40% of new hire failures occur due to poor onboarding and integration, not capability issues. Our support reduces this failure rate to under 5%. SuperHired's ongoing support differentiates us from transactional recruiters who disappear after placement. We mediate any early miscommunications, provide frameworks for successful first 90 days, share specific strategies for building credibility quickly, and help navigate political dynamics. After 120 days, you join our alumni network for ongoing career guidance.

Question 22

How do you protect my confidentiality from my current employer?

Accepted Answer

We protect confidentiality through encrypted communications, anonymous initial presentations, restricted information access, and legal protections that exceed industry standards. Our confidentiality protocols include: all data encrypted at rest and in transit (AES-256), anonymous profiles for initial company discussions, NDAs required before any identifying information is shared, separate systems for candidate and client data preventing cross-contamination, automatic data deletion after 90 days of inactivity, and GDPR-compliant data handling with right-to-deletion. We've never had a confidentiality breach in our history. Your current employer will never know you're exploring options unless you explicitly tell them. SuperHired's protection extends beyond technical measures to operational practices. Only your assigned advocate has access to your complete profile. Company introductions happen only with your written permission. Reference checks occur only after conditional offers. If you're in a small industry where everyone knows everyone, we take extra precautions including geographic restrictions and competitor exclusions.

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