01
Judgment under ambiguity
We will ask you about a decision you got wrong and what you changed afterwards. The answer people give here separates operators from spectators faster than any technical screen.
The people on the other side of a brief.
Almost nobody we place was looking. What changed their mind was rarely the money — it was a first conversation that named the actual problem instead of reading them a job description.
In their words
Six placements, and what actually moved them
Illustrative placement stories. Names, quotes and figures are demonstration content for this build — replace with real, consented material before publishing.
What we assess
We are not checking whether you know the stack
Skills are the easy part to verify. What we are actually testing is how you decide when the information is incomplete and the room disagrees — because that is the part that shows up in month four.
02
Fit with the actual environment
A brilliant hire into the wrong operating culture fails anyway. We assess for the team you'd be walking into — the founder who has never handed over, the board that has just changed its mind.
03
What you'd want in two years
If the role can't get you there, we would rather find that out now. A placement that unravels at month nine is a failure for everyone, and it is usually visible in the first conversation.
If you're considering a move
What the process looks like from your side
Candidate questions
Fees, confidentiality and getting a straight answer
Short version: candidates never pay us, and you will always hear back.
Every questionRoles worth leaving
a good job for
Every mandate on the board has a named hiring manager behind it and a consultant who has actually spoken to them.