Experienced practitioner
You've done the work for a decade. You don't want to re-prove fundamentals. Our simulation skips gotchas and gives you an actual problem your future team is wrestling with.
Free for candidates. Paid Work Simulations.
Find out if the job fits you, too.
A title and a salary don't tell you everything. We explain the work, the team, the pay, and the hard parts so you can decide whether the role is worth pursuing.
"I haven't felt like this was a job search. I felt more that this was a job matchmaking."
You know what you're capable of.
A role can look right on paper and feel different once you're doing it. The responsibilities change. The manager works differently than you expected. Important details never came up in the interviews.
Then you looked again. You updated the resume. You applied to things that seemed close enough. You sat through interviews where nobody asked what actually mattered to you. You waited for callbacks that didn't come. You got the rejection dressed up as a compliment: "We were really impressed, but we've decided to go in a different direction." And the recruiter who said she'd follow up disappeared.
You deserve a clear picture before you decide to make the move.
We look at the work and what you need from it.
We discuss the responsibilities, pace, management style, and practical requirements of the role. You tell us what matters to you. Together, we identify where it may fit and where there are trade-offs. There is no perfect match. The question is whether you know the trade-offs before you sign or discover them after.
- Functional
- Social
- Emotional
- Role-shape
- Chemistry
- Culture
- Life-fit
Seven things we talk through.
Work Drivers are the things that shape whether a role fits you. We discuss them before anyone meets.
1
Functional drivers
The practical shape of the role: how much it pays, how fast it moves, where you work, whether the scope is clear, and how much job security you have.
A media buyer who needs predictable hours may struggle at an agency where client escalations run late, even if the work is interesting.
2
Emotional drivers
What makes the work feel worth doing on a Tuesday afternoon. Whether you need a sense of purpose, room to get better at your craft, freedom to decide how things get done, or problems that keep you thinking.
An account manager who needs creative input may struggle on an account that only wants reporting, no matter the title.
3
Life-fit
We discuss practical requirements such as working hours, location, and travel.
You don't need to explain the personal reasons behind them.
Plus four more areas we discuss:
Social drivers
Who you work with and how: the size of the team, whether your manager gives space or stays close, how people collaborate, and whether you feel recognized.
An operator who gets sharper around strong peers dies in a team where she's the only senior person. We catch that before the interview.
Role-shape fit
What the day-to-day actually looks like: whether you go deep on one thing or spread across many, whether you build from scratch or improve what already exists.
Two Senior PM roles with identical titles can have completely different day-to-day work. We describe the day, not the title.
Founder chemistry
Founder and candidate chemistry
Whether you and the person who runs the company would get along over a long dinner. How they make decisions, how they give feedback, how fast they move, and what they expect from you at 9pm on a Friday.
A founder who texts at 11pm expecting same-day replies is not a match for someone who needs clear boundaries around their time. We know this before either meets.
Team-culture fit
The specific people you would work with every day: how they talk to each other, what the unspoken rules are, who left recently, and what tension already exists in the room.
If the team just lost two people in six months, we say so. We don't edit the culture into a brochure.
Same process. Shaped to the work you do.
Niche expert
Your craft is narrow and deep. Our simulations are briefed by the hiring manager on the exact edge cases that matter, so you're not explaining your work to someone who can't follow it.
Executive
Your last move took months, and most of it was waiting. Our planning estimate is about 5.8 weeks from sourcing to an accepted offer, with full transparency on pay, board dynamics, runway, and why the role is open.
Career Changer
Your experience matters, and so does the work you want to do next. We talk about both, not just what your title predicts.
Ready to see where you fit?
When a role looks like a fit,
three things happen.
You're paid for the work sample. You hear the hard parts before you interview. You get a straight answer whether or not you get the job.
01
We meet.
A 45-minute discovery call with one of our recruiting partners. You tell us what almost worked last time and what you don't want to compromise on. We listen. The tone is coach, not interrogator.
Your time: 45 minutes. Cost: $0.
02
You do the work.
Where the role includes one, a paid Work Simulation based on the role. Before you start, you'll receive the task, expected time, payment amount, and terms. You're paid for the agreed work whether or not you're hired. You keep the work.
You are paid for the agreed work.
03
We debrief.
We tell you where you stand and when you'll hear from us next. If we're waiting on the client, we tell you that too. If you're not moving forward, we let you know directly.
Feedback either way.
Read the full candidate protocol
- Outreach and Job Deck. A specific message referencing a specific role, with a Job Deck on the team, the challenges and the pay. If it wastes your time, delete it.
- Work Drivers Assessment. An exercise mapping what matters most to you in a role.
- Async verification. A transparent email naming the gaps we see. You self-select in or out.
- Discovery call. 45 minutes. Counselor tone. You leave with language, not a sales pitch.
- Candidate Package. The hiring team gets a clear view of your experience, your strengths and the evidence behind our recommendation.
- Work Simulation. If the role includes one. Async exercise plus a 20-to-30-minute live session. Paid. Real client data.
- Client interview. You arrive knowing the terrain. The interview is about fit, not vetting.
- Offer and start. Direct conversations about compensation. No theater.
- Post-hire check-ins. 30, 60, 90, 120 days. We check whether you're still in the right place.
From people who've been through this
Not everyone gets placed. Everyone gets heard.
"In ten past interviews or more, you are the first one to schedule time for feedback." That was Alexsandro, an engineer who went through our full process and was not placed. We asked these four people what the experience was like anyway.
"I was kind of afraid of falling into a scam. You make me feel safe."
Paulo F., Product Not placed
"You're making people feel like human beings. Everything is so AI, everything is so corporational. It's really refreshing to see a different approach."
Jovana, Operations Not placed
"In a pool of sameness, you were unique. Even though it didn't work out, that's what it showed me. I have to continue looking for that company. If BabyEm exists, another one can, too."
Sara D., Operations Not placed
"The communication was really good, and the transparency, which is missing in this interview world. I definitely recommend, because you guys are fast, and the transparency is really a super thing."
Alexsandro S., Engineering Not placed
The honesty
Not every role is the right match.
"We turn down searches when we don't believe we can find the right person. We tell candidates when a role isn't what they need. The hardest part of this work is not filling seats. It's knowing when not to. A wrong match costs everyone more than an empty one."
On the day you meet, you'll already know the team, the challenges, and the trade-offs. They'll already know how you think.
The interview isn't an audition. It's a conversation between people who have enough context to ask better questions.
You both have more to go on.
"I'm waking up and there is no tense feeling in my stomach when I think about working. This is my 20th year of career, and after 20 years, you learn that that's the only indicator that you need to have."
We're not the right match for everyone,
and we'll tell you.
We recruit for specific permanent roles. There may not be a relevant opening when you first hear from us. Here's when working with us makes sense, and when it doesn't.
We're a match for you when…
- You want a role that fits how you actually work, not just one where you interview well.
- You'd rather prove what you can do through real work than perform in an interview.
- You're open to a paid Work Simulation that mirrors the actual job.
- You want the truth about a company's environment before you say yes.
- You're looking for a permanent role you can grow in.
We're not the right match when…
- You need to start a new role within days.
- You want temporary, contract, or gig work.
- You aren't looking for the permanent roles we recruit for.
Most roles we work are with companies across the United States and select international teams.
If we're not the right match, we'll say so, instead of leaving you guessing.
If this is how you want to find your next role, we're ready.
No assessment required. No commitment. Join the talent list with just your email. When a role comes up that might fit, we reach out, and the first conversation is where we learn your experience and what you need from work.
Josh Hill and Tom Meredith. Your advocates in this process.
Join the talent list
We email only when a role might fit you. First we'll email you a link. Open it, then press Confirm on the page it opens. You join the list only after that. This isn't a job application. How we use your email
or
Explore the Work Drivers assessmentWhat you're probably thinking.
Do I have to pay anything?
No. SuperHired is free for candidates. Always. When you complete a Work Simulation, we pay you for the agreed work. Before you start, you'll receive the task, expected time, payment amount, and terms.
How is this different from a recruiter reaching out on LinkedIn?
You get a specific message about a specific role. We start by learning the team, the role, and the hard parts before we reach out to anyone. We contact you when your experience appears relevant to a role we're working on. We'll explain why we reached out and share the role details. The conversation helps both of us decide whether it makes sense to continue.
What is a Work Simulation?
A paid exercise based on the role. Not a whiteboard puzzle. Not a trick question. Before you start, you'll receive the task, expected time, payment amount, and terms. You're paid for the agreed work and you keep it, whatever the outcome.
What happens after you leave your email?
We email you a link. Open it and press Confirm, and you're on the talent list, and your email is all we know about you at that point. When a role comes up that might fit, we reach out and explain why. The first call is a 45-minute conversation where we learn your experience and what you need from work. That's how we judge fit, not from an email address. If nothing relevant comes up, you won't hear from us until it does.
How much information do I get about the role?
Our Job Deck covers the team, the challenges, day-to-day work, pay, growth path, and the parts that are genuinely hard. We don't edit the hard parts out.
Will I get feedback if I'm not selected?
Yes. We tell you where you stand and when you'll hear from us next. If we're waiting on the client, we tell you that too. If you're not moving forward, we let you know directly.
Can I be considered for multiple roles?
Yes. Once we've learned your experience on a first call, we match you against any role where there's real alignment. We won't force a fit, but if we see one, you'll hear from us.
What if I'm not actively looking right now?
That's fine. Join the talent list and we'll reach out when a role comes up worth a conversation. We learn your experience on that first call, not before. No pressure, no spam, no monthly digest.