Flat-fee recruiting. 120-day guarantee.
Hire for the work
you need done.
Tell us what this person needs to take off your plate. We'll help define the role, run the search, and assess candidates against the work. You choose who to hire.
Before the search starts
Where a search
can go wrong.
Get clear on what this person needs to own
Maybe the role is clear and you don't have time to run the search. Maybe the responsibilities, level, and pay still need work. We start with what you know, resolve what's unclear, and search against a brief you've approved.
See how they'd do the work here
A good interview matters. So does seeing someone work through a real problem from your business. A paid work sample shows you how they'd bring their experience to your company, and gives you something concrete to talk about before you decide.
The wrong hire doesn't just leave
A mismatch takes weeks to surface and months to unwind. You pay for the same role twice: once for the search that didn't work, and again for the one that follows. The work still needs doing. Your team covers the gap while you start again.
It wasn't a bad hire. It was a good person in the wrong role.
Nobody took the time to understand the difference.
The process
We make your hiring decisions easier.
Here's how the eight weeks go.
Four stages from kickoff to offer. You approve the role, pay, shortlist, and offer. We handle the work between.
Role and pay
We start with 30 to 40 questions most companies have never been asked about their own team. Why did your last hire leave? What does your team fight about? What would this person need to know by day 15?
Then we survey 4 to 5 of your people directly, so we learn what the environment actually is, not what the job description says. The output: the Right Person Profile, the Job Map, and a Salary Benchmark that checks your pay range against market evidence before anyone is contacted.
Your time: 90 minutesFind and screen
We source across multiple channels and screen every candidate against the brief you approved. You see candidates assessed against the role you've agreed, not a stack of resumes.
Your time: zeroCompare the evidence
A paid exercise based on the role gives you a closer look at how candidates approach the work. We explain what it showed, where questions remain, and what to discuss when you meet.
Then you meet a shortlist of finalists. Each one has read a Job Deck covering the team, the real challenges, the pay, and what the day to day looks like. The interview becomes a conversation about fit.
Your time: 30 minutes to review, then the interviewsDecision and offer
We organize the evidence so the call is yours to make, facilitate the offer, and stay involved through 30, 60, 90, and 120-day check-ins. A 120-day replacement-search guarantee is included, subject to the conditions in your service agreement. We'll explain those conditions before you commit.
The guarantee starts on day oneIf you need someone by next Friday, we're the wrong firm. We plan around an eight-week target, and the actual timeline depends on the role, the market, and how quickly your team can decide.
Proof
How BabyEm hired
an Operations Manager.
Emma Dewey built BabyEm Training Agency from nothing. She tried Fiverr, graduates, consultants, recruitment agencies. For twelve years, every hire followed the same pattern: find someone promising, interview them, watch it fall apart within six months.
The business stalled for two years. Not because of the market, but because Emma couldn't get the right people in.
"SuperHired spent more time understanding my business in the first week than any agency had in twelve years combined."Emma Dewey, Founder of BabyEm
After our discovery process, Emma hired an Operations Manager in September 2025. The difference: we spent two weeks understanding what the role actually required before we looked at a single candidate.
Read the full case study →
The hires you've regretted started the same way: a great interview, a strong gut feeling, and hope that this time would be different.
This time, you'll sit across from people who've worked through a task from the role. Who've already read the hard parts. Who chose to be there.
You'll have more than a good interview to go on.
Book a Scoping Call →Pricing
You'll know the fee
before the search starts.
Each role is scoped on the call, and the fee is set before we start. 30% deposit to begin discovery. 70% on an accepted offer. If we don't place someone, you owe nothing more.
Standard search
Individual contributor and manager roles
$7,500
flat, per search
Book a Scoping Call →- Full discovery process
- Work Drivers analysis
- Paid Work Simulation
- Job Deck
- 120-day replacement guarantee
- All deliverables kept regardless
Technical or niche search
Roles with a narrow candidate market or a deeper technical bar
$10,000 to $15,000
Flat. Set by search scope, never by salary
Book a Scoping Call →The same core process, with a more specialized search. We agree the fee based on the role's requirements and the work involved.
Executive search
Roles that lead a team or own a function
$15,000 to $25,000
Flat. Set by search scope, never by salary
Book a Scoping Call →A role that leads a team or owns a function, whatever the title on the door. Scoped on the call.
Questions
Questions worth asking
before you commit.
You can hire through referrals or run a search yourself. We take on the role research, sourcing, screening, candidate communication, and comparison. You stay involved in the decisions without managing each step.
A 120-day replacement-search guarantee is included, subject to the conditions in your service agreement. We'll explain those conditions before you commit. The period starts on their first day of employment.
We plan around an eight-week target. The actual timeline depends on the role, market, and how quickly your team can make decisions. The first two weeks are all discovery. About three hours with us, plus your interviews with finalists. You approve the role, pay, shortlist, and offer. We handle the work between.
Our fee is fixed. You know the number before we start. It does not rise with the salary you pay.
Everything. The discovery deliverables, the Right Person Profile, the Work Driver analysis, the Job Deck, the salary benchmark. These are yours regardless of outcome. Clients tell us the discovery alone changed how they think about the role.
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 run a search yourself before, and it took over your calendar.
- 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.
Talk through the role you need to fill.
Book a free 30-minute call to discuss the role, budget, and timing. Or send what you know so far using the form below.
Book a Scoping Call →