Flat-fee hiring. 120-day guarantee.
Hire the person who
thrives in the seat.
For founders and hiring managers who are done guessing. We spend two weeks understanding your company before we look at a single candidate. Then we find the person who thrives in it. Not the person who interviews best.
What nobody measures
Every hiring mistake starts
the same way.
The role was misframed before the search began
In 78% of our completed engagements, discovery reveals a fundamental misframe. The job description, often written in under 25 minutes, describes a role that no longer exists. Nobody mapped the environment, the team dynamics, or what success looks like at 90 days. The description attracts the wrong people before the search even starts.
The interview measured charm, not capability
The average hiring interview is 45 minutes. In that time, you learn how someone handles small talk and whether you'd enjoy lunch with them. You learn nothing about how they think under pressure, collaborate with your team, or do the actual work.
Work sample tests predict job performance 3x better than unstructured interviews. Schmidt & Hunter, 1998.
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.
It wasn't a bad hire. It was a good person in the wrong seat.
Nobody took the time to understand the difference.
The process
Here is exactly what happens.
Full methodology from kickoff to offer. Three hours of your active time before you meet anyone. The rest is ours.
Discovery
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. 32 functional, social, and emotional Work Drivers mapped to what the role actually requires.
Your time: 90 minutesSearch and Screening
We source across 8+ channels and screen every candidate against your specific Work Drivers. You see only people who match your environment. Not the best resumes. The best fits.
Your time: zeroWork Simulation
Candidates complete a paid simulation ($50 to $250) using real data from the role. No whiteboard puzzles. No trick questions. A real problem from your business, solved under real conditions. You receive a detailed assessment of how each candidate thinks, collaborates, and solves problems.
Your time: 30 minutes to reviewMeet Your Candidates
You sit down with 3 to 5 candidates who have already been validated through real work. Each one has read a 29-page Job Deck covering team composition, real challenges, compensation, and what day-to-day actually looks like. The interview becomes a conversation about fit, not a test of charisma. You already know they can do the job.
The payoff, not overheadOffer, Close, and Guarantee
We facilitate the offer process and stay involved through 30, 60, 90, and 120-day check-ins. If it doesn't work out within 120 days, we replace them at no cost. Most agencies disappear at week six. We're still here at month four.
120-day guarantee starts day oneIf you need someone by next Friday, we're the wrong firm. If you need someone who's still thriving at month eighteen, this is how that happens.
Proof
Twelve years of hiring failure.
One discovery that changed everything.
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 who is still thriving over a year later. The difference: we spent two weeks understanding what the role actually required before we looked at a single candidate.
Read the full case study →
Every hire you have ever 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 already done the work. Who've already read the hard parts. Who chose to be there.
You won't be hoping. You'll already know.
Book a Scoping Call →Pricing
Flat fee. Not a percentage.
You know the number before we start.
When your recruiter makes more money if the candidate negotiates a higher salary, whose side are they on? Our fee is fixed before we start. Our only incentive is the right person in the right seat.
Essential
Business and operational roles
$7,500
per successful hire
Book a Scoping Call →- Full discovery process
- 32 Work Drivers analysis
- Paid Work Simulation
- 29-page Job Deck
- 120-day replacement guarantee
- All deliverables kept regardless
Select
Senior engineers, data, and technical roles
Scoped to your role
We scope your investment on the call
Book a Scoping Call →- Everything in Essential
- Technical skills verification
- Extended candidate sourcing
- Team dynamics assessment
- Priority scheduling
Signature
C-suite and executive hires
Designed for your search
We scope your investment on the call
Book a Scoping Call →- Everything in Select
- Executive-level search strategy
- Board-ready candidate profiles
- Culture leadership assessment
- 90-day onboarding support
Questions
Questions worth asking
before you commit.
Most recruiters skim a job description and start blasting resumes. We spend two weeks understanding your company before we look at a single candidate. The team dynamics, the culture, the work patterns, what success looks like at 90 days. Then we build a paid Work Simulation so you see how people actually work, not how they interview.
If it doesn't work out within 120 days, we replace them. No cost. No fine print. No awkward conversations about whose fault it was. It starts day one of employment and covers any separation. Most agencies guarantee 60 days. Ours is double.
Most roles close in six to eight weeks. The first two weeks are all discovery. Your total time investment before you meet candidates is three hours. The rest is ours.
When you charge percentages, you're incentivized to inflate salaries. When you charge flat fees, you're incentivized to deliver results. Our fee is fixed. You know the number before we start. Our only incentive is to find the right person.
Everything. The discovery deliverables, the Right Person Profile, the Work Driver analysis, the Job Deck, the salary benchmark. These are yours regardless of outcome. Most clients tell us the discovery process alone changed how they think about the role.
Tell us what you're building.
No commitment. No pitch. Book a scoping call now, or send role details below if you are still shaping the search.
Book a Scoping Call →