It's 2034. We're looking back and laughing at the absurdity of hiring people off a keyword dump.

HEADHUNT: CONNECTING EARLY STAGE FOUNDERS WITH EXCEPTIONAL ENGINEERING TALENT

Don't take our word for it

Soma Insurance

AI native insurance brokerage

“HH works like our own team member to assess who we need and help get high quality candidates in no time + follow through the process end to end. Don’t see myself setting up a TA pipeline anytime soon.”

Raised: $5M seed, Accel
Requirement: Founding full stack engineer
Team size: 10
Founder: BITS Pilani

2 days

Time to first candidate introduction

Number of candidates interviewed before an offer rollout

Handy Panda

Quick commerce platform for construction materials

“What stood out was how quickly HeadHunt understood a fairly nuanced early-stage hiring requirement. The candidates were technically strong, genuinely excited about startup environments, and we had our first relevant candidate within a week.”

Raised: Pre-seed, AJVC
Requirement: Founding engineer
TEAM SIZE: 16
FOUNDERS: IIT Delhi

4 days

Time to first candidate introduction

Number of candidates interviewed before an offer rollout

THE PROBLEM

Any of these sound familiar?

01

Too many candidates

and too much noise

02

No bandwidth to evaluate

the 15 CVs a recruitment agency pushed to your inbox

03

Quality is worth paying for

but nothing you've tried has worked so far: LinkedIn, recruitment firms, AI sourcing tools

04

What you're looking for

is just not what you're getting.

05

Recuiters don't understand

the technical nuances of an early-stage startup.

06

Everyone is technically sound

but you need someone who can take this from 0 to 100.

THE POOL

250+

exceptional candidates in the current pool

ROLES THEY CATER TO

Applied AI engineeringApplied MLFDEsFounding Full-stack engineerSDE-2sSWEsSSEsInfrastructureData ScientistsSenior Front-end engineer

CREATING OUTSIZED IMPACT AT

AppleStripeUberSarvamEmergentCoinbaseBloombergZyngaMicrosoftAmazonLaunchDarkly

THE DIFFERENCE: WHO WE ARE AND WHO WE'RE NOT

Find

We don't rely on inbound applications or job boards. We go after people already creating outsized value in their fields.

Understand

We spend an hour upfront with you to understand not just your JD and tech stack, but the internal rules you actually hire by.

Evaluate

Every warm introduction goes through two rounds with us before it reaches you, technical and qualitative. We check for exceptional foundational depth, mission alignment, and founder fit.

The result:

FOUNDER TIME IS ONLY SPENT ON THE FINAL 2–3 CANDIDATES WITH THE HIGH PROBABILITY OF FIT

The approach

How we find the people others don't.

“I need someone who has worked both 0-1 AND big-tech, someone who can manage the entire engineering function including next 3 hires, AND someone who can move our infra from serverless to AWS EC2, AND someone who is AI native.”▍

what that means to us

Dual-context builder Function ownership Hiring manager Infra migration Cost accountability AI-native

Founder network

Engineering communities

Targeted outreach

The best engineers aren't applying. They're already building elsewhere. We reach them through founder networks, engineering communities, and targeted outreach.

LinkedInGitHubMediumGSoCHackathonsTalksOSSLinkedInGitHubMediumGSoCHackathonsTalksOSS

solo ledger4k-star repoGSoC mentorinfra essays3 winssolo ledger4k-star repoGSoC mentorinfra essays3 wins

                public worksignals kept
              

learned from your calls

AR Aarav R.

current FDE at Google

before Founding engineer at a YC startup

Took it from seed through Series A, then stayed two years past the raise.

MK Meera K.

current Founding engineer at a Series H unicorn

before Led infrastructure at Amazon

Wants a team of ten again, and the first six months to be infrastructure.

Nobody else made it this far.

Your talent partner is the most important hire you'll make.

Make hiring your competitive advantage

Book a call Sign in Welcome home — Saujanya Golaya