The questions that matter

Most founders run the search between client calls: a job post, the network, and whatever screening time is left over. We spend two weeks running discovery before anyone is contacted. We map your team environment, profile the 32 behavioral Work Drivers the role needs, check the pay range against market evidence, and test candidates with paid simulations built from your real business problems.

A 120-day replacement-search guarantee is included, subject to the conditions in your service agreement. We'll explain those conditions before you commit. Two weeks of discovery happen before the search, and the paid Work Simulation happens before any offer, so both sides have seen the fit before anyone commits.

Flat fee, not a percentage of salary. A standard search is $7,500 flat. A technical or niche search is $10,000 to $15,000. An executive search is $15,000 to $25,000. 30% deposit to begin discovery. 70% on an accepted offer, and if we don't place someone you owe nothing more. We'll confirm the exact fee on your Scoping Call.

We plan around an eight-week target. The actual timeline depends on the role, market, and how quickly your team can make decisions. Plan for about three hours with us, plus your interviews with finalists. The first two weeks are discovery. Then we search, screen, and run simulations. You approve the role, pay, shortlist, and offer. We handle the work between.

A 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.

Individual contributor and manager roles at $7,500 flat. Technical or niche roles at $10,000 to $15,000. Roles that lead a team or own a function, a Head of, a director, or a VP, at $15,000 to $25,000. Every engagement uses the same process and carries the same 120-day replacement guarantee.

Founder-led marketing agencies and adjacent service businesses, mostly, plus growth-stage companies that take hiring seriously. 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.

We spend two weeks mapping your work environment before contacting a single candidate. 30 to 40 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 process runs in four stages. 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. A work sample shows you how someone approaches a real problem, which an interview alone can't. 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 typically take 20% to 25% of the hire's salary. At 25%, a $150,000 role costs $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 Job Deck sent to candidates. Both sides see the same picture of what the seat looks like.

We plan around an eight-week target, and the actual timeline depends on the role, market, and how quickly your team can decide. The first two weeks are discovery. Then we source, screen against the Work Drivers, run paid Work Simulations, and present a shortlist with the reasoning written down. Plan for about three hours with us, plus your interviews with finalists.

A 120-day replacement-search guarantee is included, subject to the conditions in your service agreement. We'll explain those conditions before you commit. You keep all original deliverables, and the replacement search uses 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.