The questions that matter

Most agencies spend 45 minutes on an intake call, post your job description, and send resumes. We spend two weeks running discovery. We map your team environment. We profile 32 behavioral Work Drivers. We test candidates with paid simulations using your real business problems. The difference isn't marketing. It's methodology.

120 days. If the placement doesn't work out for any reason within 120 days, we run the full replacement search at no additional cost. Most agencies offer 60 to 90 days. We offer 120 because 90% of our placements are still in role at 18 months. The industry average is 58%.

Flat fee, not a percentage of salary. Essential tier starts at $7,500 for business and operational roles. Select and Signature tiers cover engineering, technical, and executive roles. We'll set the fee during your Scoping Call. Every tier includes the full methodology, discovery process, and 120-day guarantee.

Most roles close in six to eight weeks. Your involvement is three hours total. The first two weeks are discovery. Then we search, evaluate, and run simulations through our full nine-phase methodology. We handle the rest.

A 29-page Job Deck covering the role definition, team dynamics, compensation benchmarks, and candidate profile. It's built from two weeks of discovery, not a templated intake form. It's yours to keep regardless of whether you proceed.

Business and operational roles (Essential tier), engineering and technical roles (Select tier), and C-suite or senior leadership (Signature tier). Every tier uses the same methodology, discovery process, and 120-day guarantee.

Companies that take hiring seriously. Typically growth-stage startups, mid-market companies, and teams inside larger organizations that are building something new. If you're hiring because you need a body in a seat, we're not the right fit.

Yes. Our discovery process maps the work environment regardless of location. Remote, hybrid, in-person. The methodology adapts. What matters is understanding how the team actually operates day to day.

Talent density is the ratio of high-performing, well-matched people to total headcount. A smaller team of people who make each other better outperforms a larger team of people who don't. Every hire either raises your density or dilutes it. There's no neutral addition.

We spend two weeks mapping your work environment before contacting a single candidate. 38 to 45 structured questions capture what the role actually demands, how the team operates, and what kind of person will thrive. Only after building a behavioral blueprint does the search begin. The full methodology runs nine phases. Read the complete guide at /learn/what-is-discovery-led-hiring.

The Work Environment Scan maps 32 Work Drivers across three dimensions: Functional (what the work looks like), Social (how the team collaborates), and Emotional (what motivates people underneath the professional surface). It captures the real conditions of the seat, not what the job description says. The scan happens during the first two weeks and shapes every artifact that follows.

Work Simulations use your company's actual problems, tools, and data. Candidates complete a real task (not a hypothetical case study), then join a live session with a roleplay scenario and a feedback moment. Candidates are paid for their time. Simulations predict performance three times better than unstructured interviews. Read the full breakdown at /learn/work-simulations-hiring.

The Right Person Profile defines who will thrive in the seat based on discovery findings. It maps behavioral fit across 32 Work Drivers, captures the pace and autonomy the role demands, documents team dynamics and reporting relationships, and sets clear performance expectations. It replaces the job description as the search criteria.

Contingency recruiters take 20% to 30% of the hire's salary. On a $150,000 role, that's $37,500. SuperHired charges $7,500 flat. The fee doesn't change based on salary, so there's no incentive to inflate compensation. You keep all deliverables regardless of outcome. Read the full comparison at /learn/flat-fee-vs-contingency.

A Job Map decomposes the role into real accountabilities, week by week. It captures what the person will actually do, not a wish list of qualifications. The Job Map is built from discovery findings and becomes part of the 29-page Job Deck sent to candidates. Both sides see the same picture of what the seat looks like.

Most roles close in six to eight weeks. The first two weeks are discovery. Then we source, evaluate against 32 Work Drivers, run paid Work Simulations, and present 3 to 5 candidates with documented reasoning. Your total time investment is three hours.

We restart the search at no cost using the full methodology. The 120-day guarantee covers the window where real mismatches surface, not just the onboarding honeymoon. You keep all original deliverables. The replacement search benefits from everything learned in the first engagement.

Never. We don't share a candidate's name, resume, or any identifying information with a client until the candidate has explicitly agreed to be presented for that specific role.

No. Candidates never pay. Our fee is paid entirely by the hiring company. Candidates receive transparent information about the role, a respectful process, and honest feedback whether or not they are selected.

You receive honest, specific feedback within five business days. Not a form letter. We tell you what we observed, where the match didn't align, and what we think would serve you better. Many of our strongest placements came from candidates who weren't right for the first role but were exactly right for one that came later.

That's fine. Most of the best candidates are. We don't pressure anyone to move. If a role doesn't make sense for your life right now, we'll tell you. We'd rather build a relationship than force a fit.