Built for the way you hire.

The product is the same whoever opens it. What changes is the constraint you are hiring under, and that decides which parts of it matter. Founders are protecting runway and their own calendar. Hiring managers own one opening and none of the sourcing capacity, so what counts is a shortlist that does not wait in someone else's queue. Lean HR teams are covering more open roles than the headcount was ever sized for. Agencies are billing for the search itself, so throughput and defensible evidence come first.

Each page covers the same three things from that point of view: the hiring problem as that team actually experiences it, what the agent takes off their plate, and how the pricing lands at that size. Teams hiring a few critical roles a year tend to buy roles one at a time; teams running a steady pipeline tend to sit on the monthly plan.

Underneath the framing the work is identical: a brief written in plain English, a search across public professional profiles, candidates scored against the criteria you agreed with the agent, and outreach that leaves your mailbox only after you have read it. What changes between the four pages is which part of that matters most to you.

If none of the four sounds like you, read the features pages instead. They describe what the product does without the framing, and the pricing page puts every option side by side.