{ "report": "Executive Search for Startups: What The Shortlist Report Finds", "question": "Which search firms work with venture-backed startups?", "engine": "chatgpt", "category": "executive search firms", "collected": [ "2026-08-11", "2026-08-19" ], "answers": [ { "day": "2026-08-11", "question": "Which executive search firms work with venture-backed startups?", "answer": "Yes. There\u2019s a fairly distinct group of executive-search firms that are particularly active with venture-backed startups and their VC portfolio companies. The best choice depends heavily on stage and the executive you\u2019re hiring.\nStrong firms to consider\nFirmBest fitWhat stands outDaversa PartnersVC-backed tech, especially growth-stageOne of the better-known specialist firms for executive recruiting in venture-backed technology companiesTrue SearchSeries B \u2192 late-stage / IPOStrong technology and growth-company practice; frequently used for senior leadershipRiviera PartnersProduct, engineering, technologyParticularly strong for CTO/CPO/engineering leadershipSignal PartnersGrowth- and VC-backed companiesRetained executive search; explicitly works with venture-, growth-, and PE-backed companies Signal PartnersDave PartnersSeries B \u2192 IPOVery focused: retained search for venture-backed companies, with 400+ executive placements claimed by the firm Dave PartnersSurtonaTech / AI / SaaSCEO through functional executives; says it has completed hundreds of retained searches for VC- and PE-backed technology companies SURTONAShields Group SearchSeed \u2192 Series CSpecifically built around startups and scaling companies; says it works with VC-backed companies from Seed through Series C Shields Group SearchSiftEarly-stage tech + investor-backed companiesExplicitly supports venture-backed startups on Engineering, Product and GTM leadership SiftDeWinter PartnersGrowth-stage / VC-backedRetained search for growth-stage and venture-backed companies, with a broad functional footprint DeWinter GroupRecruits LabVenture-backed AI, technology, life sciencesStartup-specific executive search for VP/SVP/C-suite roles Recruits LabLevraEuropean VC-backed companiesSpecialized in executive search for venture-backed, tech-driven companies in Europe Levra\nThe firms I'd put at the top of the list\nIf you're a VC-backed startup looking to hire an executive, I'd narrow it roughly like this:\n\n\nCEO / President: Daversa, True Search, Signal, Dave Partners\n\n\nCFO / COO: True Search, Signal, Surtona, DeWinter\n\n\nCTO / VP Engineering: Riviera, Daversa, True Search\n\n\nCPO / Product: Riviera, Daversa, True Search\n\n\nCRO / VP Sales / GTM: Daversa, True Search, Signal\n\n\nSeed\u2013Series A: Shields Group, Sift, Recruits Lab\n\n\nSeries B\u2013IPO: Dave Partners, Daversa, True Search, Signal\n\n\nEurope: Levra\n\n\nOne important distinction: the partner matters almost as much as the firm. VC firms and founders tend to use particular search partners repeatedly because of their candidate networks and knowledge of the startup ecosystem. Anecdotally, industry discussions also specifically identify ON Partners, Daversa Partners, True Search and Riviera Partners as firms used by VC firms for portfolio-company executive hiring. reddit.com\nIf you tell me the role you're hiring (e.g., CFO, CRO, CTO), startup stage, and industry, I can give you a much tighter top 5 shortlist\u2014including which VC firms/portfolio companies each search firm is known to work with and the likely fee structure." }, { "day": "2026-08-11", "question": "Who recruits a first VP of Sales for an early-stage company?", "answer": "If you mean \u201cwho should actually own the search for the first VP of Sales?\u201d, the answer is usually:\nThe CEO/founder should lead it, with the board/investors and trusted sales operators helping source and vet candidates.\nA good division of labor is:\n\nCEO/founder \u2014 hiring owner. The CEO defines what the company needs, runs the key interviews, and ultimately makes the hire. This is especially important for the first sales leader because the VP will work extremely closely with the CEO.\nBoard / lead VC \u2014 network + calibration. Your investors can introduce proven sales leaders and help pressure-test whether you're hiring someone appropriate for your stage. Unusual, for example, describes its first-sales-leader process as something defined by the CEO and Board. \n\nExperienced sales advisor \u2014 candidate assessment. Someone who has built an early-stage sales organization can be extremely useful for evaluating whether a candidate is actually a builder versus someone who only knows how to manage an established sales machine.\nExecutive recruiter \u2014 optional search execution. A recruiter can build the candidate slate and run the process, but I wouldn't outsource the decision to them. Specialist firms can be useful once you have a well-defined profile. \n\nFounders/executives \u2014 references and chemistry. The candidate should meet the people they'll work with and ideally several customers.\n\nOne important caveat\nFor a genuinely early-stage company, I would first ask whether you need a VP of Sales at all.\nBessemer specifically cautions against hiring a VP Sales too early: the role is generally better at scaling a working sales motion than inventing one from scratch. \n A common progression is:\nFounder-led sales \u2192 founding AE / first few reps \u2192 repeatable sales motion \u2192 first VP Sales.\nIf the founder hasn't yet figured out who buys, why they buy, how deals close, and what a repeatable sales process looks like, a VP can end up being asked to discover product-market fit and build the sales machine simultaneously. That's a very different\u2014and much harder\u2014job. \n\nSo if you're asking \u201cWho should recruit my first VP Sales?\u201d, my recommendation is:\n\nCEO owns the search. Lead investor opens doors. A sales operator helps evaluate. Recruiter is optional.\n\nIf you tell me your stage (pre-seed/seed/Series A), ARR, ACV, number of salespeople, and whether the founder is currently closing deals, I can tell you whether I'd hire a VP Sales, Head of Sales, or founding AE right now." }, { "day": "2026-08-11", "question": "Which search firms take on Series A and Series B companies?", "answer": "If you mean executive search / recruiting firms that will work with venture-backed companies at Series A and Series B, there\u2019s a pretty good middle market between freelancer recruiters and the big retained-search firms.\nStrong fits for Series A\u2013B\nFirmBest fitStageRocketEngineering, product, GTM, ops + executivesSeries A \u2192 IPO RocketPlenty SearchExecutive/leadership recruiting for venture-backed startupsSeries A\u2013C Plenty Search -Shields Group SearchExecutive + technical recruitingSeed\u2013Series C Shields Group SearchMatchmatchCTO/CPO/CFO/CEO, engineering and GTMSeries A\u2013C MatchMatchCalqulateStartup executives and functional leadersSeries A/B through scale CalqulateDave PartnersHigh-level executive and board searchesSeries B \u2192 IPO Dave Partners\nHow I'd divide them\nIf you're Series A: I'd look first at Plenty, Rocket, Shields, and Matchmatch. They're explicitly built around the early-stage/venture-backed environment rather than treating you like a miniature Fortune 500 company.\nIf you're Series B: I'd add Dave Partners, particularly if you're hiring a VP/C-suite leader where the search needs to be highly network-driven and confidential. Dave Partners explicitly says it works exclusively with venture-backed companies from Series B through IPO. Dave Partners\nIf you mean a specific function, the list changes substantially. For example, a search for a VP Sales/CRO, VP Engineering/CTO, CFO, Head of People, or CEO at Series A/B tends to be handled by very different specialist firms.\nIf you tell me the role(s), industry, and whether you're Series A or B, I can give you a tighter list of ~10 firms and distinguish elite retained search vs. startup-focused recruiting vs. contingent firms." }, { "day": "2026-08-11", "question": "Who helps a founder hire their first executive team?", "answer": "Usually, the person you want is an executive search consultant / retained executive recruiter who specializes in early-stage startups\u2014not a generalist recruiter.\nThere are a few different people who can play this role:\n\n\nStartup-focused executive search firm \u2014 best when you need a CEO/COO/CRO/CTO/CFO-level hire and the stakes are high. They help define the role, build the candidate slate, assess candidates, and run the process. Firms explicitly serving seed\u2013Series B founders include Monarch Search, for example. Monarch Search\n\n\nFractional Head of Talent / Talent Advisor \u2014 often better when you're building several executives rather than making one hire. They can help the founder design the org, sequence the hires, build compensation/scorecards, source candidates, and establish the recruiting process. Fractional recruiting is specifically positioned for founders who don't yet have an internal recruiting function. Go Fractional\n\n\nIndependent executive recruiter \u2014 a senior recruiter who personally runs the search rather than handing it to a junior recruiting team. This can be particularly good for a very early company because you get someone who understands both the founder and candidate sides. Terrace Vanguard\n\n\nVC talent partner / operating partner \u2014 if the company is venture-backed, the founder's investors may have someone whose job is helping portfolio companies recruit senior leadership. This can be especially valuable because they already know the company, board, and stage.\n\n\nThe person I'd look for\nIf you're asking because a founder is about to build their first real executive team, I'd search for:\n\n\u201cFractional Head of Talent / Executive Search Advisor for early-stage founders\u201d\n\nrather than simply \u201crecruiter.\u201d\nThe ideal person does three things, not just sourcing:\nFounder \u2192 define the leadership architecture \u2192 identify candidates \u2192 assess them \u2192 close them \u2192 build the next layer.\nThat distinction matters. A conventional recruiter can find candidates; a strong early-stage talent advisor can help the founder figure out which executives to hire, in what order, and what \u201cgreat\u201d looks like.\nFor example, some firms explicitly describe their work as helping founders make their first critical executive hires and running the search end-to-end. Terrace Vanguard+1\nIf you tell me the company's stage, industry, location, and which executives the founder needs, I can also give you a shortlist of the types of firms/individuals I'd hire and how I'd structure the engagement." }, { "day": "2026-08-11", "question": "Which recruiters work with startups that cannot pay a large retainer?", "answer": "Yes. If the issue is \u201cwe need recruiting help, but we can't afford a $10k\u2013$30k upfront retainer,\u201d I\u2019d look specifically for contingency / success-fee recruiters or fractional/embedded recruiters with low monthly commitments.\nHere are some worth investigating:\nRecruiterModelBest fit\nOneWay Recruitingonewayrecruiting.comNo retainer / no upfront cost; pay when hiredSeed\u2013Series B, engineering & product\nCleragetclera.com15% success fee, only when hiredStartups, including YC/a16z/Sequoia ecosystem\nAperturioaperturio.com$5k\u2013$10k per hire, no retainerEarly-career through senior individual contributors\nGhost-Boundghost-bound.com6\u201315% success fee, no fee unless hiredHard-to-find startup talent / outbound searches\nRocketgetrocket.comContingency, embedded, or executive searchStartups needing IC, GTM, or leadership recruiting\nRecruits Labrecruitslab.com20% contingency or subscription; no retainerMore senior/specialized searches\n\nThe conventional contingency model is generally 15\u201325% of first-year salary, paid only after a successful hire, rather than an upfront retainer. \n\nIf you're a very cash-constrained startup\nI'd prioritize:\n\nGhost-Bound \u2014 unusually low advertised success fee (6\u201315%).\nClera \u2014 15% and explicitly no upfront payment.\nOneWay \u2014 particularly interesting if you're hiring engineers/product people and are seed\u2013Series B.\nAperturio \u2014 attractive if your roles aren't executive-level because its fee is capped at $10k.\nRocket \u2014 worth talking to if you need someone to function more like an extension of your internal recruiting team.\n\nThe important distinction is that \u201cno retainer\u201d doesn't necessarily mean cheap. A recruiter taking 20% on a $180k hire is still collecting $36k. If cash is genuinely tight, I'd negotiate a lower percentage, capped success fee, or staged payment rather than simply asking them to waive the retainer.\nIf you tell me (a) what roles you're hiring, (b) approximate salaries, (c) startup stage, and (d) where the candidates need to be located, I can find 10\u201315 specific recruiting firms that fit your budget, including boutiques that will work for <15% or flat fees." }, { "day": "2026-08-11", "question": "Which executive search firms work with venture-backed startups?", "answer": "Yes. If you mean retained executive-search firms that regularly work with VC-backed startups and scaleups, rather than general recruiting agencies, I\u2019d put these near the top of the list:\nFirmBest fitWhy consider themDaversa PartnersVenture-backed tech, Series A\u2013pre-IPOProbably one of the most startup-native choices. They explicitly focus on growth and venture-backed companies and have worked with firms such as a16z, Accel, Battery and Insight. Daversa Partners+1TrueSeries A\u2013pre-IPO, CEO/C-suite/VPHas a dedicated VC practice and says it has placed nearly 10,000 leaders in VC-backed companies. Particularly strong in SaaS, enterprise tech and GTM. True+1Riviera PartnersCTO, engineering, product, designEspecially strong for technical leadership. Riviera reports 600+ placements from Seed through Series B and 300+ unicorn relationships. Riviera Partners+1Heidrick & StrugglesCEO, CFO, board, C-suite; later-stage startupsHas a dedicated Venture Capital practice covering venture-stage through mature companies, with global reach and board/leadership assessment capabilities. Heidrick & StrugglesSpencer StuartCEO/board/C-suite, larger scaleupsMore institutional/global than the boutiques, but explicitly works with VC-funded startups and has conducted thousands of senior tech assignments. Spencer StuartShields Group SearchSeed\u2013Series C startupsA smaller startup-focused option; explicitly positions itself around executive and technical recruiting for venture-backed companies from Seed through Series C. Shields Group Search\nHow I'd narrow it down\n\n\nCEO / CRO / CPO / VP Sales: Daversa or True\n\n\nCTO / VP Engineering / VP Product: Riviera or Daversa\n\n\nSeries A\u2013C startup: Daversa, True, Riviera\n\n\nLate-stage / pre-IPO: True, Heidrick, Spencer Stuart\n\n\nBoard placement / CEO succession: Heidrick, Spencer Stuart, True\n\n\nSmaller, highly startup-centric search: Shields Group\n\n\nOne important distinction: Daversa, True and Riviera tend to feel much more \"startup/VC ecosystem native\" than the traditional global search firms. For a founder hiring the first few VP/C-level executives, I'd generally start there rather than with Korn Ferry/Spencer Stuart-style firms.\nIf you tell me the role you're hiring for (e.g. CEO, CFO, CTO, VP Sales) and the startup's stage/sector, I can give you a much tighter shortlist of 3\u20135 firms and explain which partners/practices I'd approach." }, { "day": "2026-08-11", "question": "Who recruits a first VP of Sales for an early-stage company?", "answer": "If you mean \u201cwho should actually own the search for a startup\u2019s first VP of Sales?\u201d, it\u2019s usually the CEO/founder, with help from the board, investors, and possibly an executive recruiter.\nA typical setup:\n\n\nCEO/founder \u2014 owns the hire. The first VP Sales is a highly consequential executive hire and will normally report directly to the CEO. The founder should personally interview the finalists and sell the opportunity. Unusual+1\n\n\nBoard / lead VC \u2014 helps calibrate and source. Good investors often have a network of sales executives and can introduce candidates, pressure-test the profile, and participate in late-stage interviews.\n\n\nExecutive recruiter \u2014 optional, but useful for a difficult search. A specialist recruiter can build the candidate pool and run the process, particularly when the CEO doesn't already have a strong network in the relevant sales market. Recruiting from Scratch+1\n\n\nCurrent sales leader \u2014 if there is one, participates heavily. But if this is literally the first VP Sales, there usually isn't someone internally who can own the search.\n\n\nOne important distinction\nFor a genuinely early-stage company, I'd be careful about calling the first sales leader a VP too soon.\nIf the founder is still figuring out the ICP, pricing, sales process, and why customers buy, a founding AE or Head of Sales may be the better hire. A VP Sales becomes much more valuable once there is a reasonably repeatable motion that they can scale. Bessemer and other startup hiring guides make essentially this point. Bessemer Venture Partners+1\nSo the pattern I'd use is:\nFounder proves the motion \u2192 hires initial sellers \u2192 founder + board identify the VP profile \u2192 CEO runs the executive search \u2192 VP takes over sales hiring and scaling.\nIf you're asking because you are trying to hire a first VP Sales, tell me your stage, ARR, average deal size, sales cycle, and current sales team, and I can tell you whether you actually need a VP yet\u2014and exactly who I'd target." }, { "day": "2026-08-11", "question": "Which search firms take on Series A and Series B companies?", "answer": "Yes. If by \u201csearch firms\u201d you mean executive search / retained recruiting firms that will actually take on venture-backed companies at Series A or B, there\u2019s a good set of boutiques that are much better suited to that stage than the traditional large firms.\nFirms I\u2019d put on the shortlist\nFirmStage fitParticularly good for\nPositionPre-seed \u2192 Series D+VP/C-suite; consumer, SaaS, fintech, hardtech\nMonarch SearchSeed \u2192 Series BSales, Marketing, Customer Success\nShields Group SearchSeed \u2192 Series CExecutive + technical recruiting\nIntrinsic Executive SearchSeries A \u2192 DSaaS / software leadership\nDeWinter PartnersGrowth-stage / VC-backedC-suite and senior leadership\nEmber SearchSeries A+Finance leadership / CFO\nDave PartnersSeries B \u2192 IPOSenior executives, particularly growth-stage leadership\n\nPosition is probably the broadest fit for a Series A/B startup: it explicitly says it works with venture-backed companies from pre-seed through Series D and covers consumer, hardtech, crypto/fintech, SaaS and media. \n\nMonarch is especially interesting if you're hiring a GTM leader. It specifically targets seed-to-Series-B companies and focuses on Sales, Marketing and Customer Success, with retained searches for Head/VP+ roles. \n\nShields Group Search is another genuine early-stage specialist; it says it works with venture-backed companies from Seed through Series C and covers both executive and technical recruiting. \n\nIntrinsic explicitly works with Series A-D VC-backed businesses, particularly early-stage SaaS companies, across North America and EMEA. \n\nFor a CFO / VP Finance search, I'd look at Ember rather than a generalist firm\u2014it focuses exclusively on finance leadership for VC-backed startups and specifically discusses the needs of Series A companies. \n\nOne caveat: Dave Partners is excellent for the growth-stage end of this spectrum, but it explicitly positions itself as Series B through IPO, so I wouldn't make it my first call for a Series A company. \n\nIf you're asking because you're a search firm looking for clients\nThat's a slightly different question. If you're trying to identify which executive search firms are willing to take Series A/B clients versus only doing later-stage PE/public-company work, I can give you a much more useful list\u2014e.g. 20\u201330 firms, stage, functional specialty, geography, typical fee model, and examples of Series A/B clients." }, { "day": "2026-08-11", "question": "Who helps a founder hire their first executive team?", "answer": "Usually, no single person does it. A founder building their first executive team typically gets help from a combination of:\n\n\nExecutive search / recruiting firms \u2014 They source and vet senior candidates for roles like CFO, CRO, CTO, CMO, COO, etc. This is the most direct answer if the founder needs people found and recruited. Andreessen Horowitz+1\n\n\nAn experienced startup talent advisor / operating partner \u2014 Often comes through the founder's VC firm. They help determine which executives to hire, when, what the role should look like, and how to assess candidates. For example, Andreessen Horowitz's executive-hiring resources describe this as a distinct talent/operating function.\n\n\nA Chief of Staff \u2014 At the right stage, a strong CoS can help the founder run the hiring process, coordinate interviews, define priorities, and make sure new executives integrate effectively. The CoS generally works directly for the founder/CEO. Andreessen Horowitz\n\n\nFractional executives / senior operators \u2014 Useful when the company needs executive-level expertise before it's ready for a permanent C-suite hire. They can sometimes help build the function and then participate in finding their eventual full-time replacement. Go Fractional+1\n\n\nThe founder's board, investors, and founder network \u2014 Often the best source of trusted introductions. For truly consequential first executives, the founder should generally remain heavily involved in the final selection.\n\n\nIf you're asking, \"What is this person's job title?\"\nThe closest titles are:\n\n\nExecutive Recruiter / Executive Search Partner \u2192 finds the executives.\n\n\nTalent Partner / Head of Talent \u2192 builds the hiring strategy and process.\n\n\nFractional Head of Talent \u2192 does this part-time for an early-stage company.\n\n\nExecutive Talent Advisor \u2192 advises the founder on who they need and how to evaluate them.\n\n\nChief of Staff \u2192 helps the founder orchestrate the process, but isn't primarily a recruiter.\n\n\nOperating Partner, Talent \u2192 common on the VC side; helps portfolio founders build leadership teams.\n\n\nFor a founder hiring their first 3\u20135 executives, I'd look for an experienced startup executive-talent advisor or fractional Head of Talent\u2014not a generic recruiter. The hard part isn't just finding candidates; it's figuring out the right executive profile and organizational design before you start the search. That's also where executive hiring commonly goes wrong. Andreessen Horowitz\nIf you tell me the stage of the company (e.g. pre-seed, Series A, $10M revenue) and which executives you're considering, I can tell you exactly who I'd hire to help and what I'd expect them to do." }, { "day": "2026-08-11", "question": "Which recruiters work with startups that cannot pay a large retainer?", "answer": "Yes. If you\u2019re an early-stage startup that can\u2019t justify a $10k\u2013$30k+ upfront retainer, I\u2019d focus on recruiters offering contingency, success-fee, or fractional recruiting rather than traditional retained executive search.\nA few worth looking at:\nRecruiterModelStartup fitOneWay RecruitingContingency; no retainer/upfront costExcellent for startup engineering/product hiringRocketContingency option, though they may require a small role retainerStrong for high-growth tech startupsCalqulateContingency for mid-level/IC; retained for senior rolesGood stage-specific optionAcuity Executive Search Group100% contingency, including executive searchesInteresting for senior/executive hires without upfront cashProficientNow100% contingency, no retainerBetter for non-IT professional roles\nOneWay is particularly interesting because it explicitly says no retainers and no upfront costs, with payment triggered by the hire. OneWay Recruiting Acuity similarly says it doesn't charge anything until the executive starts. Acuity ESG\nIf you're really cash-constrained\nI'd approach recruiters with an offer like:\n\n20% of first-year base salary, payable when the candidate starts, 30\u201360 day replacement guarantee, non-exclusive.\n\nContingency recruiting commonly runs around 15\u201335% of first-year compensation, so that's within the broad market range. Hire With Near+1\nFor a startup, I'd actually avoid asking for \u201cdiscounted retained search.\u201d Instead, tell the recruiter:\n\n\nNo meaningful upfront cash available\n\n\nYou'll give them a clearly defined role\n\n\nYou'll move quickly on qualified candidates\n\n\nYou'll provide founder/hiring-manager access\n\n\nSuccess fee paid immediately when the person starts\n\n\nPotential for multiple future hires if the first search works\n\n\nThat last point matters. Some experienced startup recruiters will accept contingency work when they see a credible long-term relationship opportunity; startup founders also report that warm introductions can make this much easier. Reddit\nIf you tell me the role(s) you're trying to fill (e.g., founding engineer, VP Sales, CFO, healthcare executive, etc.) and your startup stage/location, I can find 10\u201315 specific recruiters who are genuinely set up for low/no-retainer work and rank them by fit." }, { "day": "2026-08-11", "question": "Which executive search firms work with venture-backed startups?", "answer": "Yes. If you mean executive search firms that are genuinely accustomed to venture-backed startups\u2014not just large-company recruiting firms that occasionally take startup clients\u2014I\u2019d put these on the shortlist:\nFirmParticularly strong forStartup fitTrue SearchCEO/C-suite, GTM, product, finance, peopleExcellent \u2014 explicitly works with VC-backed and growth-stage companies; strong tech/SaaS practice. True+1Daversa PartnersCEO, CRO, CTO, CPO, senior tech leadershipExcellent \u2014 particularly established in venture-backed technology companies and VC portfolio recruiting. RedditShields Group SearchEarly-stage executive + technical leadershipExcellent \u2014 specifically targets VC-backed companies from Seed through Series C. Shields Group SearchSurtonaCEO, CFO, CRO, CMO, CPO, CTOExcellent \u2014 focused on founders, investors and breakout technology companies; substantial VC-backed search experience. SURTONAGrowthGeeksLeadership teams at high-growth tech companiesExcellent \u2014 explicitly serves venture/PE-backed technology companies from pre-seed through IPO readiness. GrowthGeeksNxt LevelEngineering, product, executiveExcellent \u2014 specifically focused on VC-backed, high-growth tech companies from Seed through Series D+. Nxt LevelCRC PartnersVP/C-level, sales, technologyVery good \u2014 retained search for growth-stage and venture-funded technology companies. CRC PartnersRecruits LabVP/SVP/C-suite in tech, AI, life sciencesVery good \u2014 purpose-built around venture-backed startups. Recruits Lab\nHow I'd narrow it\nFor a Series A\u2013C technology startup: I'd start with True, Daversa, Shields, Surtona, and Nxt Level.\nFor a CEO/C-suite search: True, Daversa, or Surtona would be my first calls.\nFor a founder hiring their first VP/C-level team: Shields, GrowthGeeks, or Nxt Level may be more startup-native and potentially more flexible than a traditional large retained-search firm.\nFor a later-stage / pre-IPO company: True becomes especially attractive because it works with companies from startup funding through public-company stages. True\nOne important caveat: in executive search, the individual partner leading the assignment can matter more than the firm's logo. That's also a recurring point in practitioner discussions. Reddit\nIf you tell me the role (CEO/CFO/CRO/CTO/etc.), startup stage (Seed/Series A/B/C+), industry, and geography, I can narrow this to the 5\u20137 firms I'd actually contact, including which ones are strongest for that particular search." }, { "day": "2026-08-11", "question": "Who recruits a first VP of Sales for an early-stage company?", "answer": "If you mean \u201cwho typically owns the recruiting process for a startup\u2019s first VP of Sales?\u201d, it\u2019s usually the founder/CEO, often with help from the board/investors and an executive recruiter.\nA typical setup:\n\nCEO/founder: Owns the hire, defines the profile, personally interviews finalists, and closes the candidate.\nBoard / lead VC: Often helps source candidates through its network and pressure-tests the choice. At this level, investors can be particularly useful because they have seen many sales leaders across portfolio companies.\nExecutive recruiter: Usually brought in when the role is important enough that the founder wants a dedicated search, particularly for a hard-to-reach candidate pool. There are firms specifically focused on VP Sales/CRO searches. \n\nExisting sales leader: If there is a Head of Sales or similar, they may participate, but for the first VP Sales that person often doesn't exist.\n\nBut there's an important distinction\nFor a very early-stage company, I wouldn't automatically hire a recruiter\u2014or even a VP Sales.\nThe founder should generally have enough evidence of a repeatable sales motion before handing it over. Bessemer specifically cautions against making a VP Sales one of the first hires because the role is primarily suited to scaling an existing sales operation, rather than discovering the sales motion from scratch. \n\nA common progression is:\nFounder sells \u2192 first AE(s) \u2192 repeatable sales motion \u2192 VP Sales\nThe VP's job then becomes: \u201cTake what works and build a machine around it.\u201d \n\nIf you're asking because you're trying to hire a first VP Sales right now, tell me your stage, ARR, ACV, number of salespeople, and whether the founder is still closing deals. I can tell you who should recruit them, what profile to look for, and whether you're actually ready for the hire." }, { "day": "2026-08-11", "question": "Which search firms take on Series A and Series B companies?", "answer": "Yes. If you mean executive/recruiting search firms that will work with venture-backed companies around Series A\u2013B, there are several good options. The right firm depends heavily on whether you need a VP/C-level executive or a broader hiring push.\nStrong fits for Series A/B\n\n\nRocket \u2014 explicitly works with high-growth startups from Series A through IPO, covering engineering, product, GTM, operations, and executive recruiting. Rocket\n\n\nmatchmatch \u2014 focused on VC-backed startups and specifically offers executive search for Series A\u2013C, including CEO, CTO, CPO and CFO roles. Matchmatch\n\n\nBSG (Boston Search Group) \u2014 has experience with venture-backed companies from Seed through Series A, B and C, including senior executives. Boston Search Group\n\n\nDeWinter Partners \u2014 retained search for VC-backed/growth-stage companies, with a broader range of company stages and leadership roles. DeWinter Group\n\n\nSift \u2014 venture/PE-backed executive search firm that grew out of 25madison; offers retained, contained and contingent models. Sift Search\n\n\nCalqulate \u2014 specifically describes its approach around the changing leadership needs of Series A and Series B companies. Calqulate\n\n\nTrue Calling Talent \u2014 more recruiting-oriented than traditional executive search; explicitly has a service tier for Series A/B companies hiring several people per year. True Calling Talent\n\n\nOne important distinction\nIf you're Series A, I'd generally look at a startup-focused recruiting/search partner rather than a traditional large executive-search firm. At that stage, you may need someone who can find a VP Sales, VP Engineering, Head of Marketing, founding finance leader, etc., while still understanding startup compensation and equity.\nAt Series B, retained executive search becomes more compelling, particularly for critical hires such as CRO, CTO, CFO, VP Product, VP Engineering or CEO succession/upgrade. For example, Dave Partners explicitly focuses on venture-backed companies from Series B through IPO. Dave Partners\nIf you tell me what role you're hiring for (e.g. VP Sales, CFO, CTO), industry, and whether you're Series A or B, I can narrow this to ~5 firms that are particularly well suited and include typical fee model, geography, and whether they're retained vs. contingent." }, { "day": "2026-08-11", "question": "Who helps a founder hire their first executive team?", "answer": "Usually, no single person owns this from day one. The best support depends on the company\u2019s stage and the seniority of the hires.\nThe main people who help\n\n\nExecutive recruiter / retained search firm\n\n\nBest for finding VP/C-level candidates who aren't actively looking.\n\n\nParticularly useful for a first CRO, CFO, CTO, CPO, etc.\n\n\nThey build the candidate pipeline, conduct initial screens, and help manage the search.\n\n\nThe founder should still own the final assessment and relationship.\n\n\n\n\nFractional Head of Talent / executive recruiting advisor\n\n\nOften the best fit for a startup that can't justify a full-time talent leader.\n\n\nHelps the founder define the org structure, write the executive scorecard, source candidates, run the process, and negotiate.\n\n\nCan essentially act as a temporary talent executive.\n\n\n\n\nVC operating partner / talent partner\n\n\nIf the company is venture-backed, this is often an underrated resource.\n\n\nMany VC firms have talent teams specifically designed to help portfolio companies recruit executives. For example, a16z has a dedicated Talent Network and publishes extensive guidance on executive hiring. Andreessen Horowitz+1\n\n\n\n\nExperienced founder/CEO advisor\n\n\nSomeone who's built a similar company can help answer the harder question: \u201cWho should I actually hire?\u201d\n\n\nThey can calibrate candidates, introduce people from their network, and help the founder avoid hiring an impressive executive who isn't right for the stage.\n\n\n\n\nBoard members\n\n\nParticularly useful once you have an experienced independent director or investor on the board.\n\n\nThey can provide references, introductions, and judgment on whether the candidate is genuinely C-suite caliber.\n\n\n\n\nThe important distinction\nFor the first executive team, I'd generally want a founder to have an executive-search/talent person + one or two experienced operators/advisors, rather than simply handing the job to a recruiting agency.\nThe recruiter can find people. The advisor/board member helps determine what \u201cgreat\u201d looks like. The founder ultimately has to sell the candidate on the company and make the decision.\nThis is consistent with early-stage hiring advice: YC emphasizes that founders should personally drive early hiring and lean heavily on their networks, while traditional recruiting agencies become more useful as the company grows. ycombinator.com+1\nIf you're asking because you're looking for the actual type of person/service to hire, tell me the company's stage (e.g. pre-seed, Series A, Series B) and which executives you need, and I can tell you exactly who I'd hire to run the search and what I'd expect them to do." }, { "day": "2026-08-11", "question": "Which recruiters work with startups that cannot pay a large retainer?", "answer": "Yes. If by \u201ccannot pay a large retainer\u201d you mean pre-seed/seed startups that need recruiting help but want to pay only when someone is hired, there are several options worth looking at.\nRecruiters/services I\u2019d shortlist\nRecruiterModelBest fitOneWay RecruitingContingency \u2014 no retainer or upfront costSeed\u2013Series B, engineering/productWorth SearchContingency \u2014 pay only after successful hireEngineering and technical hiringFounders Connect25% contingency, no upfront costVenture-backed startups, pre-seed\u2013Series DProficientNow100% contingency, no engagement feeNon-IT / business functionsFractional recruitersHourly/project-basedVery early startups with irregular hiring\nOneWay Recruiting is particularly aligned with what you're describing: it explicitly targets seed through Series B startups and says there are no retainers or upfront costs; payment occurs after the hire starts. OneWay Recruiting\nWorth Search likewise offers a contingency model with no upfront fee and no exclusivity, with payment tied to a successful placement. Worth Search\nFounders Connect is another interesting option because it specifically markets itself to venture-backed startups from pre-seed through Series D. Its contingency plan is 25% of first-year salary with no upfront cost. Founders Connect\nFor non-technical roles, ProficientNow advertises 100% contingency recruiting with zero upfront/engagement fees and payment only when a candidate accepts and starts. ProficientNow\nAn even cheaper model\nIf the startup expects to make several hires but can't afford 20\u201330% placement fees, I'd seriously consider a fractional recruiter rather than an agency. Current startup recruiting guidance puts fractional recruiting around $75\u2013$125/hour, compared with roughly 15\u201325% contingency fees. Dover+1\nFor example, independent contract recruiters can work on a few hours per week or a project basis rather than demanding a traditional retained-search fee. Paul Wilkin\nIf you're asking because you're looking for recruiters to work with your own startup, tell me:\n\n\nwhat roles you're hiring (engineering, sales, executives, etc.),\n\n\nroughly how many hires,\n\n\nand your approximate recruiting budget,\n\n\nand I can find 10\u201315 specific recruiters/agencies that explicitly work on contingency, fractional, or low-upfront models, including their current pricing where available." }, { "day": "2026-08-11", "question": "Which executive search firms work with venture-backed startups?", "answer": "Yes. If you mean retained executive search firms that regularly recruit CEOs, C-suite, VPs, and board members for VC-backed startups, there\u2019s a fairly clear shortlist.\nStrongest options for venture-backed startups\nFirmParticularly strong forStartup fitRiviera PartnersCTO, engineering, product, AI/data, technology\u2b50\u2b50\u2b50\u2b50\u2b50True SearchC-suite, GTM, product, technology, growth-stage\u2b50\u2b50\u2b50\u2b50\u2b50Heidrick & StrugglesCEO, C-suite, board; later-stage VC companies\u2b50\u2b50\u2b50\u2b50Russell Reynolds AssociatesCEO/C-suite, boards, scaling companies\u2b50\u2b50\u2b50\u2b50Spencer StuartCEO, board, senior leadership\u2b50\u2b50\u2b50\u2b50Egon ZehnderCEO/C-suite, leadership assessment, boards\u2b50\u2b50\u2b50\u2b50RJR PartnersTechnology executives at VC/PE-backed companies\u2b50\u2b50\u2b50\u2b50Recruits LabVP/C-suite at earlier-stage tech/AI/life-science startups\u2b50\u2b50\u2b50\u2b50\nRiviera Partners is probably the most obvious specialist if you're a technology startup hiring a CTO, VP Engineering, Chief Product Officer, or similar technical executive. Riviera says it has made 600+ placements from Seed through Series B and works specifically with venture-backed companies. Riviera Partners+1\nHeidrick & Struggles has a dedicated venture-capital practice covering companies from venture stage through industry leadership, including CEOs, C-suite executives, and boards. Heidrick & Struggles\nFor the big global firms, Heidrick, Russell Reynolds, Spencer Stuart, and Egon Zehnder become particularly attractive when the company is moving toward later-stage institutionalization, a major financing, IPO preparation, or a professionalized board.\nThere is also evidence from the VC community that True Search, Riviera, Russell Reynolds, and other major firms are used by VC funds for portfolio-company C-suite and director searches. Reddit\nHow I'd choose\n\n\nSeed\u2013Series B tech startup: Riviera, True Search, RJR Partners\n\n\nSeries C\u2013D / scaling rapidly: True Search, Riviera, Heidrick\n\n\nCEO replacement or first professional CEO: Heidrick, Spencer Stuart, Russell Reynolds, Egon Zehnder\n\n\nBoard search: Spencer Stuart, Heidrick, Russell Reynolds, Egon Zehnder\n\n\nCTO / VP Eng / technical leadership: Riviera is the standout\n\n\nAI startup: Riviera + True Search, with specialist partners at the larger firms\n\n\nSmaller startup that doesn't want a huge-firm process: RJR Partners or Recruits Lab\n\n\nOne important caveat: the individual partner matters enormously more than the firm's logo in executive search. A great partner with 100 relevant startup relationships is usually preferable to a famous firm where your search gets delegated to a junior team.\nIf you tell me the startup's stage, industry, role you're hiring for, and geography, I can narrow this to the 5\u20137 firms most likely to have the right VC/startup network and identify specific partners to approach." }, { "day": "2026-08-11", "question": "Who recruits a first VP of Sales for an early-stage company?", "answer": "If you mean \u201cwho typically owns the search for a startup\u2019s first VP of Sales?\u201d, it\u2019s usually:\n\n\nThe founder/CEO \u2014 ultimately owns the decision and should personally recruit the candidate. At this stage, the VP of Sales is too important to delegate entirely to HR.\n\n\nA founder\u2019s network + investors \u2014 VCs and other founders are often excellent sources of referrals because they know sales leaders who have actually scaled companies at the relevant stage.\n\n\nA specialized executive recruiter \u2014 useful when the founder needs access to a broader, passive candidate pool. There are firms specifically focused on startup sales leadership searches. Recruiting from Scratch+1\n\n\nA Head of Talent/Recruiting, if the company already has one \u2014 they generally run the process, but the CEO/founder remains heavily involved.\n\n\nThe important distinction\nFor a very early-stage company, I'd be cautious about recruiting a VP of Sales at all. The first sales leader should generally come after the founder has established a reasonably repeatable sales motion. Bessemer explicitly advises against making a VP of Sales an early first hire because the role is optimized for scaling an existing sales operation, rather than discovering the sales motion from scratch. Bessemer Venture Partners\nA useful progression is:\nFounder \u2192 founding AE / first reps \u2192 repeatable sales motion \u2192 first VP Sales \u2192 sales organization\nThe first VP should be a builder/operator, not merely someone who managed a large sales team at an established company. They need to be comfortable creating process, recruiting the initial team, forecasting, and still getting personally involved in deals. Offr Group+1\nIf you're asking because you're trying to hire one, tell me the company's stage, ARR, average deal size, number of salespeople, and whether sales are currently founder-led. I can tell you whether you actually need a VP yet, what profile to target, and where I'd recruit them from." }, { "day": "2026-08-11", "question": "Which search firms take on Series A and Series B companies?", "answer": "If by \u201csearch firms\u201d you mean executive recruiting firms that will work with venture-backed companies at Series A/B, there\u2019s a pretty good group of specialists. The key distinction is that some are comfortable at Series A, while others really want Series B+ and senior/C-suite mandates.\nStrong options for Series A / B\nFirmStage fitParticularly good forRiviera PartnersSeed\u2013Series B+CTO, engineering, product, technical leadershipDaversa PartnersGrowth-stage / venture-backedVP/C-suite, GTM, product, technologyErevenaSeries A\u2013DExecutive leadership, particularly B2B tech/SaaSPositionPre-seed\u2013Series DSenior leadership across consumer, SaaS, fintech, hardtechRocketSeries A\u2013IPOBroader recruiting: engineering, product, GTM, ops + execRecruits LabVenture-backed startupsVP/SVP/C-suite in tech, AI and life sciencesDeWinter PartnersGrowth / venture-backedRetained executive and C-level searchCalqulateSeed\u2013Series BStartup team building across functional leadershipDave PartnersSeries B\u2013IPOSenior executive search; less appropriate for Series A\nA few of these explicitly advertise the stage fit: Riviera says it has made 600+ placements from Seed through Series B, while Position says its clients range from pre-seed through Series D. Erevena specifically discusses executive hiring from Series A through D. Riviera Partners+2Position+2\nIf you're specifically trying to get hired by Series A/B startups\nI'd narrow the list differently. The best firms depend heavily on the role:\n\n\nVP Sales / CRO / GTM: Daversa, Erevena, Position\n\n\nCTO / VP Engineering: Riviera, Daversa, Erevena\n\n\nVP Product / CPO: Riviera, Daversa, Position\n\n\nCFO / finance leadership: DeWinter, PeakPitch\n\n\nBroad startup recruiting, including non-executive roles: Rocket\n\n\nVery early Series A / first executive hires: Position, Erevena, Recruits Lab\n\n\nOne important point: don't automatically target the biggest traditional search firms. At Series A, a boutique that routinely works with 20\u2013100-person VC-backed companies can be much more useful than a giant firm whose sweet spot is Fortune 500/late-stage C-suite searches.\nIf you tell me the role you're looking for (e.g. VP Sales, CRO, CFO, CMO, Head of Talent, etc.) and your geography, I can give you a shortlist of 10\u201315 firms that actually recruit for that role at Series A/B, including which ones are most likely to have active mandates." }, { "day": "2026-08-11", "question": "Who helps a founder hire their first executive team?", "answer": "Usually, a founder hires an executive-search partner or startup-focused talent advisor to help build the first executive team.\nThere are a few different people who can play that role:\n\n\nStartup-focused executive recruiter / search firm \u2014 probably the most direct answer. They identify, approach, vet, and help close candidates for roles like CTO, CRO, CFO, CPO, etc. Specialized firms often work with startups from Seed through Series C. Shields Group Search+1\n\n\nVC talent partner / operating partner \u2014 if the startup is venture-backed, the VC may have a talent team that helps portfolio founders recruit executives. a16z, for example, has a dedicated Talent Network and publishes extensive guidance on executive hiring. Andreessen Horowitz+1\n\n\nFractional Chief People Officer / Head of Talent \u2014 useful when the founder needs someone to design the leadership org, define roles, build the hiring process, and potentially recruit the executives, but isn't ready for a full-time People leader.\n\n\nFounder/CEO advisor with executive-hiring experience \u2014 particularly valuable when the hard part isn't finding candidates but figuring out which executives the company actually needs, in what order, and at what level.\n\n\nExecutive search firm \u2014 best when the role is highly consequential or confidential and the ideal candidates aren't actively looking. This is different from a normal recruiting agency: the search firm proactively maps and approaches the market.\n\n\nIf you're asking because you're a founder\nI'd think about it this way:\nFounder \u2192 talent advisor \u2192 executive search \u2192 executive team\nThe advisor helps answer \u201cWho should I hire and what should the team look like?\u201d\nThe search firm answers \u201cWho are the 50 people in the market who could actually do this?\u201d\nThe founder still needs to own the final decision and sell the opportunity.\nAnd importantly, don't necessarily hire a recruiter first. The first executive hires are often about organizational design as much as recruiting. a16z's executive-hiring guidance emphasizes getting the role, process, and expectations right before bringing someone in. Andreessen Horowitz\nIf you tell me what stage the company is at (e.g. pre-seed, $5M ARR, Series A) and which executives you're trying to hire, I can tell you exactly what type of person/firm I'd use\u2014and give you a shortlist of firms worth talking to." }, { "day": "2026-08-11", "question": "Which recruiters work with startups that cannot pay a large retainer?", "answer": "Yes. If you mean recruiting firms that will work with an early-stage startup without a large upfront retained-search fee, you should focus on contingency, success-fee, or flexible/embedded models.\nA few worth looking at:\n\n\nFounders Connect \u2014 explicitly targets venture-backed startups from pre-seed through Series D. Its contingent model is 25% of first-year salary with no upfront cost; it also offers retained and month-to-month embedded options. Founders Connect\nFounders Connect\n\n\nOneWay Recruiting \u2014 contingency-only, with no retainer or upfront costs and payment when the hire starts. It focuses on engineering and product recruiting for startups. OneWay Recruiting\nOneWay Recruiting\n\n\nBrooks Recruiting \u2014 particularly interesting if you're cash-constrained. It advertises contingency or retained options, flexible payment terms, and even equity in lieu of part of the payment for startups. Brooks Recruiting\nBrooks Recruiting\n\n\nCalqulate \u2014 offers startup recruiting from pre-seed through scale, with contingency searches specifically positioned as having no upfront retainer. Calqulate\nCalqulate startup recruiting\n\n\nRecruits Lab \u2014 offers a 20% contingency model rather than a retainer, and also has a subscription model for startups with multiple simultaneous searches. Recruits Lab\nRecruits Lab\n\n\nWhat I'd ask for\nIf you're a startup that can't put down, say, $20\u201350K+ in retainers, I'd approach recruiters with:\n\nContingency / success fee: 15\u201325% of first-year base, payable only when the candidate starts, with a 60\u201390 day replacement guarantee.\n\nThat's a normal enough structure that you're not asking for something unusual. Industry guidance puts contingency recruiting roughly in the 15\u201325% range, versus substantially higher retained-search fees plus upfront payments. Dover\nFor a VP/C-suite search, I'd also ask about a hybrid: a small kickoff fee + success fee, or deferred payment/equity. Brooks is one example of a firm explicitly advertising flexibility around this. Brooks Recruiting\nIf you tell me the roles you're trying to fill (e.g. CTO, VP Sales, engineers), startup stage, location, and approximate salary, I can identify 10\u201315 recruiters/firms that specifically work with startups at that stage and don't require a large retainer, including their likely fee structure and specialties." }, { "day": "2026-08-11", "question": "Which executive search firms work with venture-backed startups?", "answer": "Yes. There\u2019s a fairly distinct group of executive-search firms that are particularly active with venture-backed and high-growth startups, especially for CEO, CFO, CTO, CPO, CRO, CMO, and other VP/C-suite roles.\nStrong firms to consider\nFirmParticularly strong forStartup fitDaversa PartnersTechnology, product, engineering, GTM executives\u2b50\u2b50\u2b50\u2b50\u2b50True SearchC-suite, technology, product, growth, healthcare\u2b50\u2b50\u2b50\u2b50\u2b50Riviera PartnersCTO, engineering, product, AI/data, cybersecurity\u2b50\u2b50\u2b50\u2b50\u2b50Bespoke PartnersSaaS, software, GTM, PE/VC-backed companies\u2b50\u2b50\u2b50\u2b50\u2b50Christian & TimbersCEO/C-suite, technology, AI, growth leadership\u2b50\u2b50\u2b50\u2b50Spencer StuartCEO, board, CFO, senior C-suite\u2b50\u2b50\u2b50\u2b50Russell Reynolds AssociatesCEO/C-suite, boards, enterprise technology\u2b50\u2b50\u2b50\u2b50Egon ZehnderCEO, board, senior leadership\u2b50\u2b50\u2b50\u2b50SurtonaCEO, CFO, CRO, CMO, CPO, CTO\u2b50\u2b50\u2b50\u2b50\u2b50Recruits LabVP/C-suite at Series A\u2013pre-IPO startups\u2b50\u2b50\u2b50\u2b50\u2b50\nA few distinctions are important:\n\n\nDaversa Partners is one of the names I would put near the top for VC-backed technology companies, particularly when the search involves a technical or commercial executive. VC firms frequently refer portfolio companies to executive-search specialists rather than handling these searches themselves. Reddit\n\n\nRiviera Partners is especially compelling for CTO/VP Engineering/Product/AI/Data/Security searches. It explicitly focuses on technology executives and says it has completed 600+ placements from Seed through Series B. Riviera Partners+1\n\n\nTrue Search is a strong broader option when you need an executive who combines startup/growth experience with a more substantial operating track record.\n\n\nBespoke Partners is worth considering for SaaS and growth-stage technology, particularly where the company has institutional VC/PE backing.\n\n\nSurtona is explicitly focused on founders, investors and breakout technology companies and says its team has completed hundreds of retained searches for VC- and PE-backed technology companies. SURTONA\n\n\nRecruits Lab is a newer, more startup-specific option. It explicitly positions itself around venture-backed companies from Series A through pre-IPO and covers CEO through functional VP roles. Recruits Lab\n\n\nSpencer Stuart, Russell Reynolds and Egon Zehnder can be excellent when the search is genuinely CEO/board/C-suite and the company has reached enough scale to justify a larger global search firm. Spencer Stuart, for example, has extensive experience with investor-backed companies and senior executive searches. Spencer Stuart\n\n\nIf I were a VC-backed startup, I'd shortlist differently\nSeed\u2013Series B:\nDaversa, Riviera, Surtona, Recruits Lab\nSeries B\u2013D / growth stage:\nDaversa, True Search, Riviera, Bespoke\nCEO / CFO / board-level search:\nTrue Search, Spencer Stuart, Russell Reynolds, Egon Zehnder, Christian & Timbers\nCTO / VP Engineering / AI / Product:\nRiviera, Daversa, True Search\nOne important point: the individual partner matters almost as much as the firm's brand. Executive-search practitioners themselves commonly emphasize the partner's candidate network and direct involvement as a major determinant of search quality. Reddit\nIf you tell me the role you're hiring for (e.g., CEO, CFO, CTO, CRO), startup stage, and industry, I can narrow this to the 5\u20137 firms most likely to be a fit, including which VC portfolios they appear to have worked with." }, { "day": "2026-08-11", "question": "Who recruits a first VP of Sales for an early-stage company?", "answer": "If you mean \u201cwho should recruit the first VP of Sales at an early-stage startup?\u201d, the answer is usually:\n\n\nFounder/CEO owns the hire. For a first VP Sales, the CEO should personally define the profile, interview finalists, and sell the candidate on the company.\n\n\nA specialized executive/GTM recruiter can run the search. This is especially useful when the founder doesn't already have a strong network of startup sales leaders. Firms such as Monarch Search and Avenue Talent Partners explicitly specialize in startup sales leadership searches. Monarch Search+1\n\n\nYour VC can be a major source of candidates. Ask your investors/board for introductions to VPs of Sales they've backed or know. For an early-stage company, this network is often more valuable than a generic recruiting agency.\n\n\nDon't necessarily hire a traditional \u201cVP Sales\u201d too early. At seed stage, the right person may be a player-coach / Head of Sales who can still sell personally while building the first team. One recruiting benchmark describes seed-stage sales leadership this way, versus a more managerial VP at Series B. Recruiting from Scratch\n\n\nThe important distinction\nIf you're asking \u201cwho actually does the recruiting work?\u201d, I'd use:\nCEO + trusted VC network + specialized recruiter\n\u2014not an internal recruiter, unless you already have a mature talent function.\nFor a first VP Sales, I'd be particularly wary of recruiters who primarily place executives from Salesforce/Oracle/HubSpot-type companies. You want someone who has built a sales motion from scratch, not merely managed a large existing sales organization. Recruiting from Scratch\nIf you tell me your stage (pre-seed/Seed/Series A), ARR, ACV, and whether sales is currently founder-led, I can tell you exactly what profile I'd hire and where I'd recruit them from." }, { "day": "2026-08-11", "question": "Which search firms take on Series A and Series B companies?", "answer": "Yes. If you mean executive/search firms that are genuinely comfortable working with venture-backed companies at Series A and Series B, I\u2019d look more at startup-specialist boutiques than the traditional big firms.\nStrong fits\nFirmStage fitParticularly useful forPlenty SearchSeries A\u2013CVP/C-suite, GTM, product, operationsRocketSeries A\u2013IPOTechnical, product, GTM, ops, executiveShields Group SearchSeed\u2013Series CExecutive + technical hiringMatchMatchSeries A\u2013CC-suite/VP + technical + GTMCalqulateSeed\u2013ScaleIC through C-suite; stage-specific hiringDave PartnersSeries B\u2013IPOSenior executive/leadership searchesMajhi GroupSeries BVP/C-suite searches, particularly scaling functionsEmber SearchVC-backed startupsFinance leadership\nFor example, Plenty Search explicitly focuses on Series A\u2013C companies, while Rocket says it recruits from Series A through IPO across engineering, product, GTM, operations and executive roles. Plenty Search -+1\nShields Group Search is another particularly relevant option: it describes itself as specializing in venture-backed companies from Seed through Series C, with executive and technical recruiting. Shields Group Search\nFor Series B specifically, Dave Partners is worth a look because it explicitly works with venture-backed companies from Series B through IPO. Dave Partners Majhi Group is even more narrowly positioned around Series B executive hiring. Majhi Group\nIf you're asking because you're a search firm looking to win Series A/B clients\nThat's a slightly different list. I'd distinguish between firms that actually have a strong founder/VC network and do retained executive search versus recruiting agencies that will take almost any startup requisition.\nIf you tell me what roles you're recruiting (e.g. CRO/VP Sales, CTO, CFO, product, engineering) and whether you're looking for U.S. companies, I can give you a much tighter list of ~15 firms, including which VCs/funds they appear to work with and their typical stage/fee model." }, { "day": "2026-08-11", "question": "Who helps a founder hire their first executive team?", "answer": "If you mean \u201cwho does a founder bring in to help identify, recruit, and close their first VP/C-suite leaders?\u201d, there are a few common options:\n\n\nExecutive search / retained recruiter \u2014 the classic answer. They define the profile with you, map the market, approach passive candidates, vet them, and manage the search. This is especially useful for a first VP Sales, CTO, CFO, CPO, etc. Andreessen Horowitz\n\n\nStartup-focused talent partner \u2014 similar to executive search, but often more hands-on with early-stage companies and can help with several leadership hires rather than one isolated search.\n\n\nVC/PE talent partner or operating partner \u2014 if you're venture-backed, your investors may have a talent team that helps portfolio founders source executives and make introductions. Andreessen Horowitz+1\n\n\nFractional Chief People Officer / Head of Talent \u2014 useful if you're going to hire several executives over 6\u201318 months and need someone to build the hiring process, compensation framework, interview architecture, and recruiting engine\u2014not just source candidates.\n\n\nFounder/CEO advisor or executive-hiring coach \u2014 useful when the bigger problem is figuring out which executives you actually need, what the roles should own, and how to assess senior candidates.\n\n\nThe important distinction: you generally don't want to outsource the decision to someone else. The founder/CEO should remain deeply involved in selling, evaluating, and ultimately selecting the executives; an external search partner can build the pipeline and make the process much more efficient. Andreessen Horowitz\nIf you're asking because you want to hire someone to assemble an entire first executive team, rather than just recruit one executive, I can break down exactly who to hire, what they charge, and which type of firm is best at each startup stage." }, { "day": "2026-08-11", "question": "Which recruiters work with startups that cannot pay a large retainer?", "answer": "Yes. If by \u201ccannot pay a large retainer\u201d you mean little or no upfront cash, you should focus on contingency recruiters\u2014they get paid only when you hire.\nA few current options worth looking at:\n\n\nOneWay Recruiting \u2014 specifically focused on seed through Series B startups, with a no-retainer, no-upfront-cost model and payment only when someone starts. Their focus is engineering and product recruiting. OneWay Recruiting\n\n\nFounders Connect \u2014 works with venture-backed startups from pre-seed through Series D and offers a contingent model with no upfront cost. Founders Connect\n\n\nWorth Search \u2014 offers contingency search with no upfront fee, including an option where the fee is paid after the candidate has successfully completed 90 days. Worth Search\n\n\nAcuity Executive Search Group \u2014 useful if you're hiring more senior/C-suite, with a 100% contingency option and no upfront retainer. Acuity ESG\n\n\nRecruits Lab \u2014 advertises either a flat subscription or 20% contingency, explicitly without a traditional retainer. Recruits Lab\n\n\nWhat I'd look for\nFor a cash-constrained startup, I'd ask recruiters for:\n\u201cCan you work on a contingency basis, with $0 upfront and payment only upon a successful hire?\u201d\nTypical contingency fees are roughly 15\u201325% of first-year compensation, depending on the role and recruiter. Dover+1\nThere's also a middle ground that can be attractive for a startup: a small engagement fee + reduced success fee, or an exclusive contingency arrangement. That can get you substantially more recruiter attention without committing to a conventional $10k\u2013$30k+ retained-search retainer.\nIf you tell me what roles you're hiring for (e.g. CTO, VP Sales, engineers), approximate salaries, and your startup stage, I can find 10\u201315 recruiters that specifically work this way, including their fee structures and startup specialties." }, { "day": "2026-08-19", "question": "Which executive search firms work with venture-backed startups?", "answer": "Yes. If you mean executive search firms that are genuinely accustomed to recruiting CEOs, C-suite, and VP-level leaders for VC-backed startups, rather than generalist recruiters, there are several strong options.\nStrongest firms to consider\nFirmBest fitWhy I'd consider themDaversa PartnersVC-backed tech, C-suite & VPOne of the best-known startup executive-search boutiques; particularly strong for company-defining leadership hires. Startup GeekRiviera PartnersCTO, VP Eng, Product, DesignParticularly strong for technical leadership in venture-backed technology companies. Startup GeekParker RemickCTO, Engineering, Product, AIDeep technology specialization and 25+ years working with VC-backed companies; reports 1,000+ C-level/VP appointments. Parker RemickDave PartnersSeries B \u2192 IPO, C-suiteExplicitly focused on venture-backed companies from Series B through IPO, with 400+ executive placements. Dave PartnersSapient Search GroupSeed \u2192 Series C, leadershipBoutique retained search across engineering, product, GTM and C-suite; particularly oriented toward founder/investor relationships. Startup GeekRJR PartnersBay Area tech startupsWorks specifically with VC/PE-backed technology companies, from early-stage startups through midsize businesses. RJR Partners+1SiftEarly-stage Engineering/Product/GTMBuilt within 25madison and explicitly focused on investor-backed companies; offers retained, contained and contingent models. SiftRecruits LabSeries A \u2192 pre-IPOPurpose-built for venture-backed startups, covering CEO/COO/CFO/CTO/CPO and VP-level roles across tech, AI and life sciences. Recruits LabShields Group SearchSeed \u2192 Series CStartup-focused executive and technical recruiting, with particular experience across SaaS, fintech and healthtech. Shields Group Search\nSector-specific standouts\nIf you're in a particular sector, I'd narrow it further:\n\n\nBiotech / healthtech: Westwood & Wilshire \u2014 unusually VC-native in life sciences and healthtech, with portfolio-company work for firms including a16z, GV, Flagship, Third Rock and Atlas. Westwood Wilshire\n\n\nDeep tech / aerospace / defense: Next Frontier Search \u2014 specifically focused on leadership for venture-backed deep-tech companies. Next Frontier Search\n\n\nEnterprise software / security / fintech: EmorySearch \u2014 works with VC investors and technology founders and specializes in senior GTM leadership in these areas. Emory Search\n\n\nIf I were making a shortlist\nFor a venture-backed software/AI company hiring a senior executive, I'd start with:\n\n\nDaversa \u2014 highest-end, network-heavy option for a truly consequential C-suite/VP hire.\n\n\nRiviera \u2014 especially if the role is CTO/engineering/product.\n\n\nDave Partners \u2014 particularly compelling from Series B onward.\n\n\nParker Remick \u2014 excellent technical/AI leadership specialization.\n\n\nSapient \u2014 attractive boutique option for earlier-stage companies.\n\n\nRJR Partners \u2014 particularly worth looking at for Bay Area companies.\n\n\nThe key distinction is stage fit. A recruiter who is excellent at finding a Fortune 500 CTO isn't necessarily good at finding a CTO for a Series B company with 70 employees, $30M of funding, and a founder who is still heavily involved in product. The best startup search firms understand that difference.\nIf you tell me the startup's stage (Seed/A/B/C+), industry, location, and role you're hiring, I can narrow this to the 5 firms I'd actually interview, including their typical positioning, notable VC relationships/portfolio companies, and which ones are likely to be the best fit.Log in for more personalized help with work, projects, and career goals.Log inSign up for free" }, { "day": "2026-08-19", "question": "Which executive search firms work with venture-backed startups?", "answer": "Yes. For venture-backed startups, I\u2019d put the following firms on the shortlist:\nFirmBest fitWhy consider themDaversa PartnersVC-backed, growth-stage techParticularly focused on building executive teams for growth-stage and venture-backed companies. Strong for first-time C-suite/VP hires. Daversa PartnersTrue SearchSeries A \u2192 pre-IPOHas a dedicated VC practice and says it has completed thousands of searches for VC-backed companies across functions. Good broad executive coverage. TrueRiviera PartnersCTO, VP Eng, CPO, AI/dataOne of the strongest choices for technology/product leadership. Its venture practice specifically covers Seed through growth and has extensive VC portfolio-company experience. Riviera Partners+1Spencer StuartCEO, board, senior C-suiteMore traditional/global, but explicitly works with VC-funded startups in technology. Particularly useful when the company is moving toward institutional governance or a major scale-up. Spencer StuartHeidrick & StrugglesC-suite + leadership advisoryStronger fit once the startup needs sophisticated CEO/CFO/board searches and leadership assessment rather than just a startup-oriented headhunter.Russell Reynolds AssociatesCEO/C-suite, boards, global expansionBroad global executive-search capability; generally more compelling for later-stage companies with complex leadership requirements.Korn FerryLarge-scale/multi-function hiringBroadest organizational and talent-advisory platform; usually more relevant as a startup becomes substantially larger.\nMy practical shortlist\nIf you're a US venture-backed technology startup, I'd start with:\n\n\nDaversa \u2014 best generalist choice for venture/growth-stage executive hiring.\n\n\nTrue \u2014 particularly strong if you want a firm deeply embedded with VC investors and portfolio companies.\n\n\nRiviera \u2014 my first call for CTO/VP Engineering/CPO/AI/data searches.\n\n\nSpencer Stuart \u2014 worth adding for a CEO, board, or major C-suite search, especially at later stages.\n\n\nThe important distinction is that the \"best\" firm changes substantially by role and stage. Riviera, for example, is highly specialized around technology/product/design leadership, while Daversa and True can cover a broader executive team. Riviera Partners+1\nIf you tell me the startup's stage (Seed/Series A/B/C+) and the role you're hiring for, I can narrow this to the 3\u20135 firms I'd actually interview, including their likely strengths, weaknesses, and typical startup fit." }, { "day": "2026-08-19", "question": "Which executive search firms work with venture-backed startups?", "answer": "Yes. For venture-backed startups, I\u2019d separate the market into specialist boutiques and large global firms.\nFirmBest fitWhy consider themDaversa PartnersVC-backed growth companies; CEO, CPO, CTO, CRO, CFOProbably one of the clearest specialists in this category. They explicitly focus on \u201cgrowth stage and venture backed companies.\u201d Daversa PartnersRiviera PartnersCTO, VP Eng, CPO, AI/ML, data, securityParticularly strong for technology leadership. They report 600+ placements from Seed through Series B and 300+ unicorn relationships. Riviera Partners+1True SearchVC/growth-backed companies; broad executive suiteStrong option when the search extends beyond engineering/product into CEO, CFO, revenue and other functional leadership.Spencer StuartLater-stage startups, CEO/board, complex leadership teamsMore heavyweight/global. Its technology practice explicitly works with VC-funded startups, and it has substantial board and executive-search infrastructure. Spencer StuartDave PartnersSeries B \u2192 IPOA smaller retained-search firm explicitly focused on venture-backed companies from Series B through IPO; says it has placed 400+ executives in growth-investor-backed companies. Dave PartnersCalibre OneVC-backed tech, especially transatlanticBoutique with a strong technology/VC orientation; useful when you need US + European coverage.Korn FerryLarge/global companies approaching enterprise scaleBroadest functional and geographic coverage, though generally less startup-specialized than Daversa/Riviera.Heidrick & StrugglesCEO/C-suite, board, later-stage growthGood when the company has become institutionally complex and needs board-level search/advisory capabilities.\nMy shortlist by startup stage\nSeed\u2013Series B\n\n\nRiviera Partners \u2014 especially CTO/VP Engineering/Product/AI.\n\n\nDaversa Partners \u2014 broader executive team.\n\n\nCalibre One \u2014 particularly for tech and international searches.\n\n\nRiviera specifically describes its venture practice as serving early-stage companies and reports 600+ Seed-to-Series-B placements. Riviera Partners\nSeries B\u2013D / growth stage\n\n\nDaversa\n\n\nTrue Search\n\n\nDave Partners\n\n\nRiviera for technology/product leadership\n\n\nLate-stage / pre-IPO\n\n\nDaversa\n\n\nTrue Search\n\n\nSpencer Stuart\n\n\nHeidrick & Struggles\n\n\nKorn Ferry\n\n\nIf I were a VC-backed founder\nI'd generally start with Daversa, Riviera, and True rather than immediately going to a traditional large search firm. The boutique firms tend to have denser networks in the startup/VC ecosystem and are more accustomed to selling a relatively unknown company, its equity story, and its founder vision to candidates.\nFor a CTO/VP Engineering/CPO search, I'd put Riviera at or near the top. For a CEO/CFO/CRO/COO or broader executive-team build, I'd lean toward Daversa or True. For a CEO/board search at a later-stage company, I'd add Spencer Stuart or Heidrick.\nIf you tell me the startup's stage (e.g. Series A/B/C), function you're hiring for, and industry, I can narrow this to the 5 firms I'd actually contact, including which partners/practices are most relevant." }, { "day": "2026-08-19", "question": "Which executive search firms work with venture-backed startups?", "answer": "Yes. For venture-backed startups, I\u2019d focus less on the traditional \u201cBig 5\u201d search firms and more on firms with a strong VC/startup practice.\nStrongest options\nFirmParticularly strong forStartup fitTrue SearchCEO, CFO, COO, CRO, CTO, functional executives; Series A \u2192 pre-IPO\u2b50\u2b50\u2b50\u2b50\u2b50Daversa PartnersC-suite, product, engineering, go-to-market leadership in high-growth tech\u2b50\u2b50\u2b50\u2b50\u2b50Riviera PartnersCTO, VP Engineering, CPO, AI/ML, data, security\u2b50\u2b50\u2b50\u2b50\u2b50SPMBTech C-suite, especially Silicon Valley/high-growth companies\u2b50\u2b50\u2b50\u2b50\u2b50Spencer StuartCEO, board, C-suite; later-stage companies needing institutional-grade search\u2b50\u2b50\u2b50\u2b50Heidrick & StrugglesCEO/C-suite, boards, larger scale-ups and complex leadership searches\u2b50\u2b50\u2b50\u2b50Russell Reynolds AssociatesCEO, board, senior executives; global or more mature startups\u2b50\u2b50\u2b50\u2b50Dave PartnersSeries B \u2192 IPO, CEO/C-suite and board searches\u2b50\u2b50\u2b50\u2b50\u2b50\nA few stand out based on their own stated positioning:\n\n\nTrue Search explicitly has a venture-capital practice and says it has completed thousands of VC-backed searches, working from Series A through pre-IPO. True\n\n\nDaversa Partners describes itself specifically as a firm that builds executive teams for growth-stage and venture-backed companies. Daversa Partners\n\n\nRiviera Partners is particularly compelling for technical leadership: it focuses on technology/product executives and reports 600+ placements from Seed through Series B. Riviera Partners+1\n\n\nSpencer Stuart explicitly works with VC-funded startups as well as larger technology companies, so it's a good option when the company is becoming more institutional. Spencer Stuart\n\n\nDave Partners is unusually focused: it says it works exclusively with venture-backed companies from Series B through IPO. Dave Partners\n\n\nHow I'd narrow it\nIf you're a Series A\u2013C tech startup:\nI'd start with True, Daversa, Riviera, and SPMB.\nIf you're hiring a CTO / VP Engineering / CPO:\nRiviera and Daversa are especially natural fits; True is also strong for broader executive searches.\nIf you're hiring a CEO or CFO:\nI'd look at True, Daversa, SPMB, and Spencer Stuart, depending on company size and stage.\nIf you're Series C+ / approaching IPO:\nI'd put True, Spencer Stuart, Heidrick, Russell Reynolds, and Daversa into the mix.\nIf you want a smaller, highly focused boutique:\nDave Partners is worth considering for Series B\u2013IPO companies.\nOne important diligence point: ask each firm for its current \u201coff-limits\u201d/conflict list before selecting them. A search firm may have excellent access to your target executives but be unable to recruit from several of the companies you care about because of existing clients.\nIf you tell me your startup's stage, industry, approximate revenue/funding, and the executive role you're hiring, I can narrow this to the 5 firms I'd actually interview, including relative reputation, typical fit, and who I'd contact." }, { "day": "2026-08-19", "question": "Which executive search firms work with venture-backed startups?", "answer": "Yes. If you mean retained executive search firms that routinely work with VC-backed startups, rather than general recruiting agencies, I\u2019d put these near the top of the list:\nFirmBest fitWhy startups use them\nDaversa Partnersdaversapartners.comVenture-backed tech, growth-stageProbably one of the clearest specialists in this category; explicitly focuses on building executive teams for growth-stage and venture-backed companies. \n\nTrue Searchtrueplatform.comSeries A \u2192 pre-IPO, broad functionsVery VC-oriented. True says it has completed 6,800+ VC searches since 2019 and works from Series A through pre-IPO. \n\nRiviera Partnersrivierapartners.comCTO, VP Eng, Product, AI/DataParticularly strong for technical/product leadership. Riviera reports 600+ Seed\u2013Series B placements and 300+ unicorn relationships. \n\nSPMBspmb.comTechnology C-suiteStrong Silicon Valley/high-growth technology orientation, especially CTO and senior engineering searches. \n\nZRG Partnerszrgpartners.comTech, PE/VC-backed companiesMore of a broad executive-search platform, but has substantial technology and VC/PE experience. \n\nDave Partnersdavepartners.comSeries B \u2192 IPOSmaller, highly hands-on firm focused exclusively on venture-backed companies at this stage. \n\n\n\nHow I'd narrow it down\n\nCEO / President: Daversa, True, SPMB\nCTO / VP Engineering: Riviera, Daversa, SPMB\nCPO / Product: Riviera, Daversa, True\nCFO / CRO / other business executives: True, Daversa, ZRG\nVery early-stage / Seed\u2013Series A: Riviera and Daversa tend to be more naturally aligned with startup economics and stage.\nSeries B through late-stage: True, Daversa, Riviera, and Dave Partners.\nGlobal / board-level search at a much larger company: I'd consider the traditional firms\u2014Heidrick & Strugglesheidrick.com, Spencer Stuartspencerstuart.com, Russell Reynolds Associatesrussellreynolds.com, Egon Zehnderegonzehnder.com, and Korn Ferrykornferry.com. Stanford similarly categorizes those five as the major global executive-search firms, primarily doing C-suite, board, and VP searches. \n\n\nIf I were a VC-backed startup founder choosing three firms to pitch for a search, I'd start with Daversa, True, and Riviera. The important distinction is that these firms are deeply embedded in the founder/VC ecosystem rather than primarily serving established Fortune 500 companies.\nIf you tell me the role (e.g. CEO, CFO, CTO, VP Sales), stage (Seed/A/B/C+), and sector, I can narrow this to the 5\u20137 firms most likely to be a good fit, including which VCs/startups they appear to work with." }, { "day": "2026-08-19", "question": "Which executive search firms work with venture-backed startups?", "answer": "Yes. There\u2019s a fairly distinct market of executive-search firms that specialize in venture-backed companies, rather than traditional Fortune 500 recruiting.\nStrongest options\nFirmBest fitWhy consider them\nDaversa Partnersdaversapartners.comVC-backed tech/startups, C-suite & VPExplicitly focused on growth-stage and venture-backed companies; particularly strong founder/VC network. \n\nTrue Searchtrueplatform.comSeries A \u2192 pre-IPO, broad executive functionsVery VC-specific: says it has completed 6,800+ VC searches since 2019 and works across functions and stages. \n\nRiviera Partnersrivierapartners.comCTO, CPO, VP Eng, AI/data/productParticularly strong for technology leadership. It reports 600+ placements from Seed through Series B. \n\nHeidrick & Strugglesheidrick.comCEO/C-suite/board, later-stage startupsHas a dedicated VC practice spanning venture-stage companies through mature businesses. \n\nSpencer Stuartspencerstuart.comCEO/C-suite/board, especially scaling companiesMore traditional/global, but explicitly works with VC-funded startups and has substantial technology executive-search experience. \n\nParker Remickparkerremick.comEngineering/product/AI leadershipBoutique with a long history in technology and VC-backed companies; particularly relevant for technical executives. \n\nDave Partnersdavepartners.comSeries B \u2192 IPOSmaller, operator-led retained search firm focused exclusively on venture-backed companies. \n\nDeWinter Partnersdewintergroup.comGrowth-stage VC-backed companiesRetained search across executive/C-level roles, with a relationship-oriented boutique model. \n\nSurtonasurtona.comAI, deep tech, SaaS, tech-enabled businessesBoutique focused on founders, investors and boards; searches CEO through functional VP leadership. \n\n\n\nHow I'd narrow it down\nIf you're a founder looking to hire an executive, I'd shortlist based on the role:\n\nCEO: Daversa, True, Heidrick, Spencer Stuart\nCFO: Daversa, True, Heidrick, Spencer Stuart\nCTO / VP Engineering: Riviera, Parker Remick, Daversa, True\nCPO / Product: Riviera, True, Daversa\nCRO / Sales: True, Daversa\nAI leadership: Riviera, Parker Remick, Daversa\nSeries A\u2013B: True, Riviera, Daversa, Parker Remick\nSeries B\u2013IPO: True, Daversa, Dave Partners, Heidrick\nBoard search: Heidrick, Spencer Stuart, Daversa\n\nOne important distinction: the boutique VC-focused firms can be better for an early-stage company than the big five, because they're accustomed to founder-led searches, equity-heavy compensation, imperfect org structures, and candidates moving between startups. Stanford GSB similarly notes that boutiques tend to be more specialized, while the major global firms concentrate heavily on C-suite and board searches. \n\nIf you tell me the role, startup stage (e.g. Series A/B/C), industry, and geography, I can give you a 5\u20137 firm shortlist ranked by likely fit, including which firms have relationships with the relevant VC ecosystem." }, { "day": "2026-08-19", "question": "Who helps a founder hire their first executive team?", "answer": "Usually, an executive recruiter / executive search partner helps a founder build their first executive team\u2014but at an early-stage startup, the best partner is often more than a recruiter.\nThere are a few different people who can play this role:\n\n\nExecutive search partner \u2014 Finds and assesses VP/C-suite candidates, runs the search, manages references and negotiations. This is the traditional answer. Insight Partners+1\n\n\nEmbedded talent partner \u2014 Essentially becomes the founder's recruiting arm: helps define the org, writes scorecards, sources candidates, runs the process, and closes them. This can be particularly useful when you're hiring several executives rather than one. FindFolks+1\n\n\nVC firm's talent partner \u2014 If the company is venture-backed, the investor may have an executive-talent team that helps portfolio founders recruit VP/C-level leaders. For example, a16z and Greylock explicitly describe their talent teams as working with founders on executive hiring. Andreessen Horowitz+1\n\n\nFractional Head of Talent / Chief People Officer \u2014 More appropriate if the founder needs help designing the whole leadership organization, not just filling individual seats.\n\n\nIf you're building the first executive team\nI'd look for a senior startup talent partner who has personally built executive teams at companies at your stage, rather than a generic recruiting agency.\nThe ideal person can help answer questions like:\n\n\u201cDo I need a CRO yet, or a VP Sales?\u201d\n\u201cShould Product report to me or to a new CPO?\u201d\n\u201cWhat should my first CFO actually own?\u201d\n\u201cWhich executive should I hire first?\u201d\n\u201cWhat does an exceptional candidate for this stage look like?\u201d\n\nThen they should build the search around those decisions, rather than simply send you resumes. a16z's guidance similarly emphasizes that executive recruiting involves org design, candidate evaluation, references, compensation, negotiation, and onboarding\u2014not merely sourcing. Andreessen Horowitz\nIf you tell me the founder's stage (pre-seed/Seed/Series A/etc.), industry, and which executives they're considering, I can tell you exactly what type of person/firm I'd hire to help them\u2014and give you a shortlist of firms or individuals." }, { "day": "2026-08-19", "question": "Which recruiters work with startups that cannot pay a large retainer?", "answer": "Yes. If the problem is cash flow rather than willingness to pay, I\u2019d focus on recruiters using contingency, success-fee, fractional, or hybrid models rather than traditional retained search.\nHere are several worth looking at:\nRecruiterModelBest fitOneWay RecruitingContingency; no retainer/upfront costSeed\u2013Series B, engineering & productOptimal Tech PartnersContingency; first search can be freeVenture-backed startups, technical & GTMiKhaya20% contingent search; no upfront costMidwest/national startups, technical through executiveMarigold RecruitingRetainer-freeEarly/mid-stage tech startupsRecruiting from ScratchContingency; no retainer/upfront feeStartup engineering/technical hiringRecruvioPerformance-based; no upfront retainerHigh-growth startups across functionsDoverFractional recruiting, roughly $75\u2013$125/hrStartups wanting predictable costs rather than a % of salaryHyperVelocityStartup-focused, lower-cost AI-assisted recruitingPre-seed through Series B\nThe conventional contingency model is generally 15\u201325% of first-year salary, paid only after a successful hire, so even though there's no retainer, a $150K hire can still generate a $22.5K\u2013$37.5K recruiting bill. Dover+1\nIf the startup has very little cash\nI'd actually look first at fractional recruiting rather than a conventional contingency agency. For example, Dover says its fractional recruiters typically run $75\u2013$125/hour, with many searches taking 20\u201330 hours\u2014roughly $2K\u2013$7K per hire. Dover\nAlternatively, negotiate a lower success fee + deferred payment. Some recruiters will accept something like:\n\n\n10\u201315% success fee\n\n\nno retainer\n\n\npayment 30\u201360 days after the employee starts\n\n\n90-day replacement guarantee\n\n\nnon-exclusive search\n\n\nThat can be much more startup-friendly than paying a $10K\u2013$20K retainer before you've generated revenue.\nIf you tell me the startup's stage (pre-seed/seed/Series A/etc.), the roles you're hiring, approximate salaries, and whether you're in Chicago/Midwest or hiring remotely, I can narrow this to 5\u201310 recruiters that are genuinely compatible with a low-cash startup." }, { "day": "2026-08-19", "question": "Who recruits a first VP of Sales for an early-stage company?", "answer": "If you mean \u201cwho should actually run the search and recruit the first VP of Sales?\u201d, the answer is usually:\n1. The founder/CEO owns the hire\nFor an early-stage company, the CEO/founder should personally lead the search, even if someone else helps source candidates. The VP of Sales will be a close strategic partner, and the CEO needs to assess whether they can work together. \n\n2. The board/VC can be a major sourcing channel\nYour investors are often extremely useful for warm introductions to sales leaders from their portfolio companies and networks. They can also help calibrate the profile and interview finalists, but I wouldn't outsource the decision to the board.\n3. Use an executive recruiter selectively\nFor a first VP Sales, a specialist executive recruiter can be worthwhile because the best candidates are usually passive. But I'd use one who specifically understands your stage and sales motion, rather than a generic Fortune 500 executive-search firm. \n\nThe bigger question: should you hire a VP yet?\nThis is where founders often get it wrong.\nIf you're still figuring out who buys, why they buy, how you sell, and what the repeatable sales process is, your first sales hire is often better as a founding AE / senior seller, with the founder continuing to sell. Bessemer explicitly cautions against making a VP Sales the first sales hire when revenue is still minimal, because the VP's strength is generally scaling an existing motion, not inventing it from scratch. \n\nA reasonable progression is:\nFounder sells \u2192 founding AE(s) \u2192 repeatable sales motion \u2192 first VP Sales \u2192 larger sales organization.\nOne current framework puts the VP point around the stage where you have a proven motion and enough reps that someone needs to manage and scale them\u2014often roughly 5\u20138 reps, although this varies substantially by business. \n\nIf you tell me stage (pre-seed/seed/A), ARR, ACV, number of salespeople, and whether sales are founder-led, I can tell you whether I'd hire a founding AE, Head of Sales, or VP Sales\u2014and what background I'd recruit for." }, { "day": "2026-08-19", "question": "Which search firms take on Series A and Series B companies?", "answer": "If you mean executive search / recruiting firms that are genuinely comfortable working with Series A and Series B startups, there\u2019s a useful tier of firms below the big traditional search houses.\nFirms I\u2019d look at first\nFirmStage fitParticularly good forPlenty SearchSeries A\u2013CVP/C-suite, GTM, product, engineering; very startup-orientedSwingSearchSeries A\u2013DGTM, executive leadership, team builds; strong VC ecosystemRecruits LabSeries A\u2013pre-IPOVP/C-suite across tech, AI, life sciences, SaaSMonarch SearchSeed\u2013Series BSales, marketing, customer success leadershipPositionVenture-backed / growthConsumer, fintech/crypto, hardtech, SaaSNxt LevelSeries A\u2013D+VP Engineering, Product, Sales, CTO/CPO/COO/CFOWhiterock PartnersEarly-stage through growthCEO and C-suite; very boutique/partner-ledDeWinter PartnersEarly growth / venture-backedFinance, accounting, technology leadership\nPlenty explicitly says it works with Series A\u2013C startups, while SwingSearch describes its focus as Series A\u2013D and has a substantial VC referral network. Plenty Search -+1\nRecruits Lab is particularly explicit about Series A through pre-IPO, with its strongest fit being Series B\u2013D. Recruits Lab Monarch is narrower but interesting if you're hiring Sales, Marketing, or Customer Success leaders at seed through Series B. Monarch Search\nIf you're specifically hiring the first VP/C-level team\nI'd shortlist:\n\n\nPlenty \u2014 probably the most natural fit for a Series A/B founder who needs several key executives.\n\n\nSwingSearch \u2014 especially compelling for GTM and startup leadership; its investor network is a meaningful differentiator.\n\n\nNxt Level \u2014 good if the role is VP Eng/Product/Sales or an emerging C-suite position.\n\n\nRecruits Lab \u2014 worth considering for a more formal retained executive search.\n\n\nWhiterock \u2014 if you want an unusually hands-on boutique search partner for a CEO/C-suite hire.\n\n\nWhiterock, for example, describes itself as deliberately boutique and says its founder personally leads each search; it also has a case study involving a company that went from $5M Series A to a $43M Series B while using the firm for successive leadership hires. Whiterock Partners\nOne important distinction\nAt Series A, I wouldn't automatically hire a traditional executive-search firm. For many first VP hires, a startup-specialist search firm with a contained or hybrid model can be more appropriate than paying a large retained-search fee.\nAt Series B, the case for retained search gets stronger\u2014particularly for a VP Sales/CRO, VP Engineering/CTO, VP Product/CPO, CFO, or COO where you're trying to recruit someone out of another high-growth company.\nIf you tell me the role you're hiring for (e.g. VP Sales, CFO, CTO, Head of Marketing) and roughly how much the company has raised, I can narrow this to the 5\u20137 firms I'd actually contact, including which ones are strongest for that particular search." }, { "day": "2026-08-19", "question": "Who helps a founder hire their first executive team?", "answer": "Usually, it\u2019s one of four types of people, depending on how early the company is and how much help the founder needs:\n\nExecutive search / retained recruiter \u2014 best when you already know the role (e.g., first VP Sales, CTO, COO) and need someone to identify, assess, and close senior candidates. Boutique firms often specialize in exactly these first critical hires. \n\n\n\nFractional Head of Talent / Talent Advisor \u2014 often the best fit for a founder building an entire first leadership team. They help define the org structure, sequence the hires, write scorecards, source candidates, run the process, and coach the founder through closing. \n\n\n\nFractional People/HR executive \u2014 useful when the challenge isn't just recruiting but also designing the organization, compensation, culture, onboarding, and management systems around the new executives. \n\n\n\nFounder/CEO advisor or experienced operating partner \u2014 particularly valuable when the founder isn't sure which executives to hire first. They can help determine what the founder should continue owning versus delegate, then bring in recruiters for individual searches.\n\nIf you're asking, \u201cWho is the ideal person for this job?\u201d\nI'd look for a startup talent partner / fractional Head of Talent who has personally built executive teams at companies roughly your stage\u2014not a generic recruiter.\nThe distinction matters: a recruiter fills a defined seat; a good early-stage talent partner can help answer \u201cWhat leadership team should we build, in what order, and what does great look like?\u201d before they ever start sourcing.\nThere are also firms that combine executive search with fractional leadership, including Go Fractionalgofractional.com and Plenty Searchplentysearch.com.\nIf you tell me the stage of the company (pre-seed/Seed/Series A/etc.), current headcount, and which executives you're considering, I can tell you exactly what kind of person I'd hire to help\u2014and what I'd expect them to do." }, { "day": "2026-08-19", "question": "Which recruiters work with startups that cannot pay a large retainer?", "answer": "Yes. If by \u201ccannot pay a large retainer\u201d you mean an early-stage startup that needs recruiting help but can only pay after a successful hire, there are quite a few recruiters using contingency or other low-upfront models.\nRecruiters/firms I\u2019d look at\nRecruiterBest fitUpfront retainer?Model\nOneWay Recruitingonewayrecruiting.comSeed\u2013Series B engineering/productNoContingency; pay only when hired\nCalqulatecalqulate.ioStartups, especially technical/mid-level rolesNo for contingencyContingency or retained\nKORE1kore1.comSeed\u2013Series C tech startupsNo on standard contingencyTypically 18\u201325% of base salary\nClosedWon Talentclosedwontalent.comB2B SaaS sales/GTMNoContingency; pay only after hire\nFounders Connectfoundersconnect.coVenture-backed startups, broad rolesNo on contingent plan25% contingent\nRecruviorecruvio.comHigh-growth startups, broad functionsNoPerformance-based\nAuxoauxo.ccEngineering, AI/ML, data, tech leadershipNoContingency; zero upfront\nResonance Searchresonancesearch.comChief of Staff/startup leadershipNo on contingencyNon-exclusive, $0 upfront\n\n\nThe general contingency market is typically around 15\u201325% of first-year salary, with payment due when the person starts, rather than a large upfront retainer. \n\nParticularly interesting for a cash-constrained startup\nOneWay stands out if you're hiring engineers/product people: it explicitly targets seed through Series B startups, operates entirely on contingency, and says there are no retainers or upfront costs. \n\nClosedWon is particularly relevant if your problem is sales/GTM hiring. Its contingency model has no upfront cost, and it offers a 90-day replacement search. \n\nKORE1 is worth considering for broader startup technical hiring. It specifically describes contingency placements at roughly 18\u201325% of first-year base, with no upfront retainer for a standard contingent search. \n\nResonance is unusual if you're hiring a Chief of Staff or startup leadership: it explicitly offers a non-exclusive contingency option with $0 upfront. \n\nOne important negotiating point\nIf the startup has very little cash, don't necessarily ask, \u201cWill you reduce your percentage?\u201d Instead, ask for:\n\nNo retainer / $0 upfront\nFee payable on the employee's start date\n30\u201360 day payment terms\nA replacement guarantee\nNon-exclusive search\nReduced fee for multiple hires\nPotentially equity + smaller cash fee if the recruiter is open to it\n\nFor example, on a $120K hire, a 20% contingency fee is $24K\u2014but that is dramatically easier for a cash-strapped startup than a $15K\u2013$50K retainer paid before anyone is hired. \n\nIf you tell me what roles you're hiring for (engineering, sales, executive, etc.), startup stage, and approximate salaries, I can narrow this to 5\u201310 recruiters that are genuinely likely to take your type of search without a big upfront payment." }, { "day": "2026-08-19", "question": "Who recruits a first VP of Sales for an early-stage company?", "answer": "Usually, the founder/CEO recruits the first VP of Sales\u2014with help from the board, investors, and sometimes a specialized executive recruiter.\nThe key distinction is who owns the decision vs. who sources candidates:\n\nFounder/CEO \u2014 owns the hire. This person should define the profile, interview finalists, and make the final call. The relationship between the founder and first VP Sales is unusually important because they will work together closely on GTM strategy. \n\nVC investors/board \u2014 provide introductions. Good investors can surface candidates from their portfolio-company networks and often have strong opinions about what stage-specific profile you need.\nOther founders/executives \u2014 excellent sourcing channel. Ask founders who have recently scaled from founder-led sales to a sales team: \u201cWho was the best VP Sales you saw at a company like ours?\u201d\nSpecialized executive recruiter \u2014 useful when the network isn't enough. For an executive search, a recruiter can proactively approach passive candidates rather than waiting for applicants. Bain and Insight both describe executive recruiters as useful for early-stage leadership searches. \n\nThe incoming VP Sales \u2014 ultimately recruits the sales team. That's an important reason to hire someone who has actually built teams before, rather than someone whose experience is primarily managing an established sales organization. \n\n\nBut there's a bigger question: should you hire a VP yet?\nFor a very early-stage company, often no.\nIf the founder is still figuring out who buys, why they buy, how to sell to them, and what the repeatable sales process is, the first sales hire is frequently better as a founding AE / player-coach rather than a VP. Bessemer explicitly cautions against making a VP Sales the first sales hire when revenue is minimal, because a VP is generally better at scaling an existing sales operation than creating one from scratch. \n\nA useful progression is:\nFounder sells \u2192 prove the motion \u2192 hire 1\u20133 sellers \u2192 hire VP Sales to scale the machine.\nOne current benchmark puts the VP hire around 5\u20138 reps, when there's enough of a sales organization that dedicated management is warranted. \n\nIf you tell me stage (pre-seed/seed/A), ARR, ACV, number of salespeople, and whether sales are founder-led today, I can tell you whether you actually need a first VP Sales\u2014and exactly what profile I'd recruit." }, { "day": "2026-08-19", "question": "Which search firms take on Series A and Series B companies?", "answer": "Yes. If by \u201csearch firms\u201d you mean executive recruiting / retained search firms that will work with venture-backed companies before they\u2019re late-stage, there\u2019s a solid group. The right choice depends heavily on whether you\u2019re hiring executives, VP-level leaders, or individual contributors.\nStrong fits for Series A / B\nFirmStage fitParticularly good forAlleySearchPre-seed \u2192 Series BEarly executive / \u201cHead of\u201d hires, especially NYC techPlenty SearchSeries A \u2192 CExecutive and senior leadership across startupsRecruits LabSeries A \u2192 pre-IPOVP/C-suite; tech, AI, life sciencesPositionVenture-backed growth companiesConsumer, SaaS, fintech/crypto, hardtechMonarch SearchSeed \u2192 Series BSales, marketing, customer successNxt LevelSeries A \u2192 D+Engineering, product, sales, COO/CFODeWinter PartnersGrowth-stage / VC-backedExecutive and C-level; particularly Bay AreaShields Group SearchSeed \u2192 Series CExecutive + technical recruitingBSGSeed \u2192 Series CBroader executive search across industriesAmuletSeed \u2192 Series BStartup talent, particularly NYC/SF tech\nA few stand out to me:\n\n\nAlleySearch \u2014 explicitly focuses on pre-seed through Series B, and has deep NYC startup roots. It is particularly interesting for the first VP/Head-of-function hires where you need someone who can still operate hands-on. AlleyCorp\n\n\nPlenty Search \u2014 explicitly targets Series A\u2013C startups and has an operator-oriented positioning. Plenty Search -\n\n\nRecruits Lab \u2014 specifically built around venture-backed startups, with searches from Series A through pre-IPO; best fit is apparently B\u2013D. Recruits Lab\n\n\nMonarch Search \u2014 unusually specific about Seed\u2013Series B, with a concentration in Sales, Marketing and Customer Success. Monarch Search\n\n\nNxt Level \u2014 focused on VP/CXO hiring at Series A through D+, particularly engineering, product and GTM. Nxt Level\n\n\nDeWinter Partners \u2014 retained executive search for VC-backed/growth-stage companies, with a particularly strong Silicon Valley/venture ecosystem orientation. DeWinter Group\n\n\nShields Group Search \u2014 covers Seed through Series C, combining executive and technical recruiting. Shields Group Search\n\n\nOne notable distinction: Dave Partners is excellent for venture-backed growth companies, but its stated sweet spot is Series B through IPO, so I wouldn't put it at the top of the list for a true Series A company. Dave Partners\nIf you're asking because you're looking to hire\nI'd narrow the list differently depending on the role:\n\n\nFirst VP / Head of Sales: Monarch, Nxt Level, Plenty\n\n\nVP Engineering / CTO: Recruits Lab, Nxt Level, Shields\n\n\nVP Product / CPO: Nxt Level, Plenty, AlleySearch\n\n\nCFO / COO: Recruits Lab, DeWinter, Nxt Level\n\n\nCMO / VP Marketing: Monarch, Plenty, Recruits Lab\n\n\nGeneral \u201cbuild out our leadership team\u201d at Series A: AlleySearch, Plenty, Shields\n\n\nSeries B preparing for a much larger scale: Recruits Lab, DeWinter, Dave Partners\n\n\nIf instead you're asking which firms will represent candidates and recruit them into Series A/B companies, that's a somewhat different list." }, { "day": "2026-08-19", "question": "Who helps a founder hire their first executive team?", "answer": "If you mean \u201cWho should a founder bring in to help build their first real executive team?\u201d, there are a few different answers depending on stage:\n\n\nFractional Head of Talent / Talent Partner \u2014 usually the best fit before you have an internal recruiting function. They help define the org structure, write executive scorecards, source candidates, run the process, and coach the founder through closing. The Fractional Talent+1\n\n\nExecutive search firm \u2014 best when you're hiring a genuinely mission-critical first CFO, CRO, CTO, CPO, VP Sales, etc., and need access to passive senior candidates. Some firms specialize specifically in venture-backed companies and first executive hires. HireTomorrow+1\n\n\nVC talent partner / portfolio talent team \u2014 if the company is venture-backed, this can be the highest-leverage option. Many VCs have talent professionals who help founders decide which executives to hire, sequence the hires, and sometimes run searches. Talent advisory is distinct from recruiting because it addresses org design and hiring strategy as well as candidate sourcing. Sea Change Talent\n\n\nExperienced founder/CEO advisor or executive coach \u2014 useful for the judgment side: \u201cDo I actually need a CRO yet?\u201d \u201cShould this person report to me?\u201d \u201cWhat does my first executive team need to look like?\u201d They generally shouldn't be your primary sourcing engine.\n\n\nThe person I'd look for\nFor a founder hiring their first 3\u20135 executives, I'd specifically search for a startup talent partner who has personally built executive teams at the same stage, rather than a traditional recruiter.\nThe ideal person can do four things:\nOrg design \u2192 role definition \u2192 executive search \u2192 founder coaching.\nThere are firms explicitly offering this hybrid model. For example, The Fractional Talent Consulting positions itself as a fractional Head of Talent for pre-seed through Series A companies, while First Ten combines executive search with talent advisory and fractional talent leadership. The Fractional Talent+1\nIf you're asking because you're a founder right now, tell me your company stage, industry, funding/revenue, and which executives you're considering hiring first, and I can tell you what type of person you should hire to help\u2014and what I'd expect them to charge." }, { "day": "2026-08-19", "question": "Which recruiters work with startups that cannot pay a large retainer?", "answer": "Yes. If you mean startup-friendly recruiters who don't require a large upfront retainer, there are several good models. I\u2019d prioritize contingency recruiters, fractional recruiters, and low-fee recruiting marketplaces.\nRecruiters worth looking at\nRecruiter / serviceModelBest fit\nOneWay Recruitingonewayrecruiting.comContingency; no retainer/upfront costSeed\u2013Series B, engineering/product\nOptimal Tech Partnersoptimal.techContingency; first search can be freeVC-backed startups, technical + GTM\nCleragetclera.com15% success fee, paid only on hireStartup engineering/general hiring\nReferyrefery.io10% success fee, no retainerSeed\u2013Series B, particularly warm introductions\nDoverdover.comFractional recruiters, roughly $75\u2013$125/hr / $2K\u2013$7K per hireStartups needing recruiting help without an agency commitment\nRecruiting from Scratchrecruitingfromscratch.comContingency, no retainerStartup engineering/technical hiring\nLumenCeler Grouplumencelergroup.com100% contingency, no upfront feeEngineering, product, data, sales/marketing\nCalqulatecalqulate.ioContingency option with no upfront retainerSeed+ startups, IC through senior roles\n\n\nThe key distinction is that contingency recruiting means you don't pay until someone is hired. Typical startup contingency fees are roughly 15\u201325% of first-year salary, although some newer firms advertise lower rates. \n\nIf cash is really tight\nI'd look at Dover, Refery, and Clera first.\n\nRefery at 10% is particularly interesting if you're hiring people who can be reached through founder/investor/operator networks. \n\nClera at 15% is straightforward: no upfront payment and payment only when you hire. \n\nDover's fractional model can be cheaper than paying a traditional agency percentage if you need someone to work the search rather than simply deliver candidates. \n\n\nFor example, on a $150K hire, a 20% contingency fee is $30K. A 10% model is $15K. A fractional recruiter working a tightly scoped search could potentially come in substantially below that.\nOne important caveat\nFor C-suite / VP / highly specialized executive searches, recruiters are much more likely to demand a retainer. For ordinary engineering, product, sales, marketing, and operations hires, contingency or fractional arrangements are much easier to negotiate. \n\nIf you tell me what roles you're hiring, your startup stage (pre-seed/seed/A/B), approximate salaries, and where the company is located, I can narrow this to 5\u201310 recruiters that are specifically likely to take your search without a big retainer." }, { "day": "2026-08-19", "question": "Who recruits a first VP of Sales for an early-stage company?", "answer": "Usually, the CEO/founder recruits the first VP of Sales, with the board and investors acting as advisors, connectors, and sometimes pushing for the hire.\nThe typical setup is:\n\nCEO/founder owns the search. This is too important to delegate to HR. The CEO should define the profile, interview finalists, sell the opportunity, and make the final call.\nBoard/investors provide pattern recognition and introductions. They may have seen dozens of VP Sales hires and can surface candidates from their portfolio/network. SaaStr specifically recommends having an experienced former startup VP Sales serve as an independent sounding board rather than letting investors or a recruiter drive the process. \n\nAn executive recruiter is optional. For a first VP Sales, a specialized recruiter can source candidates and run the process, but the CEO should still own the decision. Founders are commonly the clients for these searches. \n\nThe VP Sales themselves becomes the recruiter for the next layer. A good first VP should be able to hire the first AEs/SDRs and build the sales organization\u2014not merely carry a big quota. \n\n\nThe important distinction\nIf by \"early-stage\" you mean pre-product-market-fit / very early revenue, I would not necessarily recruit a VP Sales yet. Bessemer explicitly cautions against making a VP Sales the first sales hire because the role is primarily suited to scaling an existing sales operation, rather than figuring out the motion from scratch. \n\nA common progression is:\nFounder \u2192 Founding AE / early sellers \u2192 player-coach sales leader \u2192 first VP Sales\nThe first VP becomes appropriate when you have a sales motion that's sufficiently repeatable and now need someone to institutionalize it, hire/manage sellers, forecast, and scale revenue. \n\nIf you're asking \"who specifically should I hire to run the search for my first VP of Sales?\", that's a different question\u2014and I can give you the best options between founder-led search, VC network, boutique recruiter, and retained executive search, depending on your stage." }, { "day": "2026-08-19", "question": "Which search firms take on Series A and Series B companies?", "answer": "Yes. If you mean executive search firms that will work with venture-backed companies at Series A/B\u2014rather than firms that primarily serve Fortune 500s\u2014the market has a few clear tiers.\nFirmSeries ASeries BBest for\nRiviera PartnersYesYesCTO, VP Eng, Product, AI/ML, Data\nDaversa PartnersSometimesYesSenior executives, especially tech/growth\nTrue SearchYesYesVP/C-suite across Product, Eng, GTM, etc.\nPlenty SearchYesYesEarly-stage executive leadership\nNxt LevelYesYesVP/CXO and board-track roles\nRecruits LabYesYesVC-backed execs across tech, AI, life sciences\nShields Group SearchYesYesStartup leadership; Seed\u2013Series C\nHeidrick & StrugglesPossibleYesMore consequential C-suite/board searches\n\n\nA few distinctions matter:\n\nRiviera is probably the strongest name if the search is technical/product leadership. It explicitly reports 600+ placements from Seed through Series B. \n\nDaversa is a classic choice for venture-backed growth companies and high-impact executives, although its sweet spot tends to skew later than Series A. \n\nPlenty explicitly targets Series A\u2013C and is built around startup operators rather than traditional corporate recruiting. \n\nTrue Search is worth considering when you need a more established executive-search platform but still want startup/VC fluency; industry comparisons consistently put it in the high-growth startup category. \n\nHeidrick can absolutely work with venture-backed companies, but I'd generally reserve it for a major VP/C-suite or board search where the additional scale and institutional infrastructure are valuable. \n\n\nIf I were building a shortlist\nFor a Series A company, I'd start with Plenty, Riviera, True Search, and Nxt Level.\nFor a Series B company, I'd start with Riviera, True Search, Daversa, and Plenty.\nAnd I'd match the firm to the role:\n\nCTO / VP Engineering / CPO: Riviera, Daversa, True\nVP Sales / CRO / GTM: True, Plenty, Nxt Level\nCFO / COO / broader executive team: True, Daversa, Heidrick\nFirst VP hire at Series A: Plenty, Nxt Level, Riviera\nSeries B executive team build-out: True, Riviera, Daversa\n\nOne notable firm I wouldn't put on a Series A shortlist is Dave Partners: it explicitly focuses on Series B through IPO. \n\nIf you tell me the role you're hiring for (e.g. VP Sales, CTO, CMO) and whether you're Series A or B, I can narrow this to the 5\u20137 firms I'd actually call, including which ones are likely to take a search of your size." }, { "day": "2026-08-19", "question": "Who helps a founder hire their first executive team?", "answer": "If you mean \u201cwho does a founder hire to help figure out and recruit the first real C-suite / VP team?\u201d, there are a few different types of people\u2014and the best one depends on stage.\n1. An executive search partner \u2014 usually the best answer\nA startup-focused executive recruiter/search partner works directly with the founder to:\n\nDecide which executive roles are actually needed\nDefine the profile and mandate for each role\nMap the relevant talent market\nPersonally source and approach candidates\nAssess candidates and run references\nHelp the founder sell the opportunity\nNegotiate and close the hire\n\nThis is different from a typical contingency recruiter who mostly sends resumes. For a first CTO, CRO, CPO, CFO, etc., you want someone who can help define the job before searching for the person.\nExamples of firms explicitly positioning themselves this way include The UpGrouptheupgrp.com, Plenty Searchplentysearch.com, and Bolsterbolster.com. \n\n2. A fractional Chief People Officer / Head of Talent\nIf the founder needs help building the whole leadership architecture, rather than just filling one position, a fractional People executive can be better.\nThey can help answer:\n\n\u201cWhat should my organization look like at 25, 50, and 100 people, and which leaders do I need to hire in what order?\u201d\n\nThey can also establish the hiring process, compensation philosophy, org design, executive onboarding, and leadership cadence. \n\nThis is particularly useful when you're hiring multiple executives over 6\u201318 months, rather than making one isolated search.\n3. An experienced founder/CEO talent advisor\nFor the very first leadership team, there's another person I'd strongly consider: an operator who's previously built a company from your stage to the next stage.\nTheir value isn't primarily recruiting. It's helping the founder avoid mistakes like:\n\nHiring a \u201cbig company\u201d executive who can't operate at startup speed\nHiring a VP Sales before product-market fit\nHiring a CFO when a strong finance lead is what you actually need\nHiring executives who are individually impressive but don't work together\nAccidentally creating a leadership team that conflicts with the founder\n\nSome executive-search firms are deliberately built around this operator/advisor model. \n\nThe person I'd look for\nIf you're a founder building your first executive team, I'd look for:\n\u201cFounder-focused executive search partner / talent advisor with operating experience.\u201d\nNot a generic recruiter. Not an HR consultant. And probably not a traditional big executive-search firm unless you're already well funded.\nThe ideal person can sit with you and say:\n\n\u201cGiven where the company is, here's the leadership team I'd build. Here's who I'd hire first, here's who I'd wait on, here's what each person should own, and here are 20 people I'd call for the first seat.\u201d\n\nThat's a much more valuable service than simply filling job descriptions.\nIf you tell me your company stage (e.g. pre-seed, Series A, Series B), headcount, industry, and which executives you're considering, I can also tell you exactly what type of person you should hire to help\u2014and what I'd expect them to charge." }, { "day": "2026-08-19", "question": "Which recruiters work with startups that cannot pay a large retainer?", "answer": "Yes. If the startup can\u2019t afford a large upfront retainer, I\u2019d focus on recruiters using contingency, per-hire, hourly/fractional, or low-deposit models rather than traditional retained search.\nA few worth looking at:\nRecruiterModelParticularly good forOneWay RecruitingContingency; no retainer/upfront costSeed\u2013Series B engineering & productOptimal Tech PartnersContingency; first search can be freeVenture-backed technical/startup hiringRecruiting from ScratchNo retainer/upfront feesTechnical/AI-native startupsAuxoContingency with zero upfront costs; also fractionalEngineering, AI/ML, data & tech leadership3AM RecruitingContingency; no retainerProduct marketing / PMMThe Recruiting SquadFractional/contract recruitingVery early-stage companies that can't support an internal recruiterFractional Recruiting Co.Hourly/project-basedStartups needing flexible recruiting capacityUplink TalentOn-demand recruitingHigh-growth startups wanting an alternative to agency fees\nWhat I'd choose\nIf you're pre-seed/seed and cash constrained, I'd prioritize:\n\n\nContingency recruiter \u2014 $0 upfront, pay only after a hire. This preserves cash, though the eventual placement fee can still be substantial.\n\n\nFractional recruiter \u2014 pay for hours/months of actual recruiting work. This can be considerably cheaper if you have several hires to make.\n\n\nPer-hire/fixed-fee recruiter \u2014 particularly attractive when you have one or two clearly defined positions.\n\n\nTraditional retained search \u2014 reserve this for genuinely critical VP/C-level or exceptionally difficult searches.\n\n\nFor context, startup contingency recruiting commonly runs around 15\u201325% of first-year salary, while retained searches can require significant upfront payment. Fractional recruiting can instead be structured hourly or per project. Dover+1\nOne particularly interesting option is Optimal Tech Partners: they explicitly advertise a contingency model where you can try the first search without a retainer, then move to retained or embedded recruiting if you need deeper support. optimal.tech\nIf you tell me what roles you're hiring for (e.g., engineers, sales, executives), startup stage, and approximate salaries, I can narrow this to 5\u201310 recruiters that are actually a good fit and compare their fee structures." }, { "day": "2026-08-19", "question": "Who recruits a first VP of Sales for an early-stage company?", "answer": "If you mean \u201cwho is typically responsible for recruiting the first VP of Sales?\u201d, it\u2019s usually the CEO/founder, with help from the board/investors and sometimes an executive-search firm.\nA good division of labor is:\n\nCEO/founder \u2014 owns the search. They define the sales motion, ideal candidate, role, compensation/equity, and ultimately make the hiring decision. The VP Sales will work extremely closely with the CEO, so this relationship matters enormously. \n\nVCs/board \u2014 provide candidate introductions and calibration. Investors often have a strong network of sales executives and can help identify candidates, but you generally don't want them effectively making the hire for you. \n\nFormer VP Sales / trusted operator \u2014 acts as a \u201csearch advisor.\u201d This is particularly useful for a first-time founder hiring their first sales executive. Having an experienced sales leader independently assess candidates can dramatically improve the process. \n\nExecutive recruiter \u2014 optional, but increasingly useful. For a genuinely senior first VP, a specialized search firm can map the market and approach candidates who aren't actively looking. Bain Capital Ventures recommends time-boxing an internal search and bringing in a search firm if it isn't producing traction. \n\n\nBut there's an important distinction\nThe person who recruits the VP isn't necessarily the person who should be hired first.\nIf you're very early\u2014say, founder-led sales with a handful of customers\u2014you may actually want a founding AE or player-coach sales leader, rather than a conventional VP Sales. Bessemer specifically cautions against hiring a VP Sales too early because the role is optimized for scaling an existing sales operation. \n\nA useful progression is:\nFounder sells \u2192 founding AE(s) \u2192 repeatable sales motion \u2192 first VP Sales \u2192 larger sales organization.\nOnce you have a repeatable motion and a small team that needs management, the VP becomes much more valuable. \n\nIf you're asking because you're considering becoming the recruiter/search partner for early-stage companies' first VP Sales, that's a somewhat different question\u2014and there are some very specific people who typically control that search." }, { "day": "2026-08-19", "question": "Which search firms take on Series A and Series B companies?", "answer": "For Series A and Series B companies, the best-fit search firms are usually startup-focused executive search boutiques, not the largest traditional firms. These companies often need first-time VP/C-level leaders (VP Engineering, VP Product, CRO, CFO, CMO, COO) who understand scaling from ~20\u2013200 employees, fundraising dynamics, and imperfect processes.\nHere are firms that commonly work in that stage range:\nSearch firmBest fitNotesAlleySearchPre-seed through Series BBuilt specifically around early-stage startups; focuses on \u201chead of\u201d and executive hires. AlleyCorpNxt LevelSeries A\u2013D+Focuses on VP/CXO searches across engineering, product, revenue, and operations. Nxt LevelMonarch SearchSeed through Series BStrong fit for GTM leadership: Sales, Marketing, Customer Success. Monarch SearchPositionSeed through Series C+Boutique firm working with venture-backed companies across SaaS, consumer, fintech, hardtech, and other sectors. PositionRecruits LabSeries A through pre-IPOFocused on startup executive recruiting across technology, AI, life sciences, and SaaS. Recruits LabWhiterock PartnersVC-backed technology companiesBoutique retained search for CEOs and executive teams; has Series A/B examples. Whiterock PartnersDave PartnersPrimarily Series B through IPOMore growth-stage oriented, useful when a company is moving from startup building into scale. Dave PartnersTrue Calling TalentSeed through Series BOffers recruiting support plus executive search for critical leadership roles. True Calling Talent\nA few broader firms that also work with venture-backed companies (though often at later stages or larger budgets) include:\n\n\nKorn Ferry\n\n\nSpencer Stuart\n\n\nHeidrick & Struggles\n\n\nEgon Zehnder\n\n\nFor a Series A/B company, I\u2019d typically shortlist differently depending on the hire:\n\n\nFirst VP Engineering / CTO / technical leadership: Nxt Level, AlleySearch, Whiterock, Position\n\n\nFirst CRO / VP Sales / GTM buildout: Monarch, Position, Nxt Level\n\n\nCFO before Series B/C: Nxt Level, Whiterock, Recruits Lab\n\n\nCEO succession or major leadership rebuild: Whiterock, Dave Partners, larger retained firms\n\n\nA useful filter: avoid firms that mostly recruit Fortune 500 executives. Series A/B companies usually need operators who have already lived through the messy middle\u2014for example, someone who has built a function from 10 people to 100, not someone who only managed a 1,000-person department.\nIf you mean which firms will actually take a Series A/B company as a client (budget-conscious, not just theoretically), the list narrows further." }, { "day": "2026-08-19", "question": "Who helps a founder hire their first executive team?", "answer": "Usually, three kinds of people can help a founder build their first executive team:\n\n\nA startup-focused executive search partner \u2014 best when you need a few critical hires such as a CTO, CRO, CFO, COO, or VP Sales. They help define the profile, source candidates, run the process, and close the hire. Firms such as True\u2019s Venture Capital Practice and Surtona explicitly work with venture-backed founders on leadership searches. True+1\n\n\nA fractional Head of Talent / talent partner \u2014 often the best fit for a seed or Series A founder who is hiring several executives but isn't ready for a full-time recruiting leader. They can help with org design, role definition, scorecards, sourcing, interviewing, compensation, and closing. For example, The Fractional Talent Consulting positions itself as an embedded Head of Talent for early-stage companies, while Atlas Venture Partners provides fractional talent leadership to VC-backed startups. The Fractional Talent+1\n\n\nYour VC's portfolio-talent team / operating partner \u2014 often the first person I'd ask. Good VCs have networks of executives and may help the founder calibrate what the team should look like at the company's current stage, then make introductions to candidates or search firms. This can be particularly valuable because the question isn't just \"Who can we hire?\" but \"Which executives do we actually need, in what sequence, and what should each own?\"\n\n\nThe important distinction\nIf you're building a first executive team, I wouldn't start by hiring a generic recruiter.\nI'd look for someone who can act as a talent strategist + executive recruiter:\nFounder \u2192 leadership architecture \u2192 role scorecards \u2192 candidate market map \u2192 search \u2192 assessment \u2192 closing \u2192 onboarding\nThat's materially different from someone who simply sends you r\u00e9sum\u00e9s.\nFor example, VentureX Talent describes exactly this combination: headcount planning and hiring-roadmap work alongside C-level/VP search. venturextalent.com\nIf you tell me your startup's stage, industry, funding, and which executives you're considering (e.g. CTO/CRO/COO/CFO), I can tell you what type of person you should hire to help\u2014and what the engagement should cost." }, { "day": "2026-08-19", "question": "Which recruiters work with startups that cannot pay a large retainer?", "answer": "Yes. If the issue is cash up front, you should focus on contingency recruiters or recruiting marketplaces rather than traditional retained executive-search firms. Contingency firms generally charge only when you hire, with typical fees around 15\u201330% of first-year compensation. \n\nA few worth looking at:\nRecruiter / serviceModelParticularly useful for\nOneWay Recruitingonewayrecruiting.comNo retainer; pay on hireSeed\u2013Series B engineering/product\nRocketgetrocket.comContingency optionStartup engineering, product, sales, marketing, leadership\nKORE1kore1.comContingency, typically 18\u201325%Seed\u2013Series C technical and startup hiring\nAcuity Executive Search Groupacuityesg.com100% contingency; no upfront retainerSenior/executive, sales & marketing\nLumenCeler Grouplumencelergroup.com100% contingencyEngineering, product, data, sales\nResonance Searchresonancesearch.com$0-upfront contingencyEarly-stage / startup executive & specialist searches\nReferyrefery.ioNo-retainer success fee / recruiter networkSenior engineering & GTM at seed\u2013Series B\n\n\nIf you're really cash constrained\nI'd prioritize Refery or a good independent contingency recruiter over a conventional agency. Referral marketplaces can be substantially cheaper because you're paying for a successful introduction rather than funding a large recruiting operation. Refery, for example, says it charges a 10% success fee with no retainer. \n\nFor a $150K hire, the difference can be significant:\n\n10% success fee \u2192 $15K\n20% contingency \u2192 $30K\n25% contingency \u2192 $37.5K\n33% retained search \u2192 $49.5K, plus potentially an upfront retainer\n\nOne thing I'd negotiate\nDon't just ask, \"Do you require a retainer?\" Ask for:\n\nNo upfront fee, payment only when the candidate starts, a 60\u201390 day replacement guarantee, and a fee based on base salary rather than total compensation.\n\nAlso ask whether the recruiter will work non-exclusively. Some startup-friendly firms explicitly allow you to use them alongside your internal recruiting team or other firms. \n\nIf you tell me what kind of startup you have (industry, stage, location) and the roles you're trying to fill, I can narrow this to 5\u201310 recruiters that are genuinely suited to your situation, including their fee structures and whether they'll work without a retainer." }, { "day": "2026-08-19", "question": "Who recruits a first VP of Sales for an early-stage company?", "answer": "If you mean \u201cwho should actually own the recruiting process for the first VP of Sales?\u201d, it should almost always be the CEO/founder, with the board/investors acting as advisors and connectors\u2014not outsourcing the decision to HR or a recruiter.\nA good division of labor is:\n\nCEO/founder \u2014 owns the hire. Defines the mandate, personally recruits the strongest candidates, sells them on the company, and makes the final decision. For an early-stage company, the VP Sales will be a close CEO partner, so the chemistry matters enormously. \n\nBoard/investors \u2014 source + pressure-test. They can provide introductions to candidates, references, and perspective on whether the company is actually ready for a VP Sales. At seed stage, some VCs explicitly work alongside portfolio founders on the interview process. \n\nExecutive recruiter \u2014 optional search engine. A specialized recruiter can map the market, approach passive candidates, run references, and create a competitive slate. But the founder should still own candidate assessment and closing.\nHR/People \u2014 process support. Compensation, interview logistics, references, offer process, etc., but generally not the person deciding who should lead revenue.\n\nThe bigger question: should you hire a VP Sales yet?\nThis is where early-stage companies frequently get it wrong. A VP Sales is generally a scaling hire, not the person you hire to discover whether you have a sales motion. Bessemer specifically cautions against making a VP Sales the first sales hire when revenue is minimal. \n\nA common progression is:\nFounder sells \u2192 founding AE(s) \u2192 several reps \u2192 first VP Sales\nOnce you've demonstrated that customers consistently buy, you can hire a VP to turn the founder's sales motion into a repeatable machine. One current benchmark puts the VP Sales transition around 5\u20138 reps, though the appropriate point varies substantially by business model. \n\nThe ideal first VP is also not necessarily the person with the biggest logo on their r\u00e9sum\u00e9. You want someone who has already operated at roughly your stage\u2014someone who has built a sales motion, recruited early reps, personally gotten into deals, and established forecasting/process\u2014not someone accustomed to inheriting a 100-person sales organization. \n\nIf you're asking because you're considering hiring one now, give me your company stage (revenue/ARR, number of salespeople, ACV, funding stage, and whether sales are founder-led), and I can tell you whether I'd hire a VP Sales, Head of Sales, or founding AE\u2014and who I'd have run the search." }, { "day": "2026-08-19", "question": "Which search firms take on Series A and Series B companies?", "answer": "Yes. If by \u201csearch firms\u201d you mean executive/leadership recruiting firms that are comfortable working with venture-backed companies at Series A and B, there\u2019s a useful middle ground between traditional big-firm executive search and generalist startup recruiters.\nFirms I\u2019d put on the shortlist\nFirmStage fitBest for\nPlenty Searchplentysearch.comSeries A\u2013CBroad startup executive hiring; former operators; good early-stage fit\nAlleySearch / AlleyCorpalleycorp.comPre-seed\u2013BFirst VP/\u201cHead of\u201d hires; particularly strong for NYC tech\nRocketbeta.getrocket.comSeries A\u2013IPOEngineering, product, GTM, ops and executive roles\nRecruits Labrecruitslab.comSeries A\u2013pre-IPOVP/C-suite; tech, AI, life sciences; startup-specific retained search\nNxt Levelnxtlevel.ioSeries A\u2013D+VP/CXO, engineering/product/operating leadership\nShields Group Searchshieldsgroupsearch.comSeed\u2013CExecutive + technical recruiting for venture-backed startups\nCalqulatecalqulate.ioSeed\u2013scaleEngineering, sales, ops and leadership; explicitly organized around startup stage\nAmulet Recruitamuletrecruit.comSeed\u2013BEarly startup hiring, particularly NYC/SF tech\nArmada Talent Grouparmadatalentgroup.comA/B and beyondFinance, operations, sales and functional leadership\n\nA few are particularly interesting depending on what you mean by \u201csearch.\u201d\nFor true executive search: I'd look first at Recruits Lab, Nxt Level, Plenty, AlleySearch and Rocket. Recruits Lab explicitly positions itself around Series A through pre-IPO VP/C-suite searches, while Nxt Level focuses on VP/CXO and board-track leadership. \n\nFor the first VP/functional leader at Series A: AlleySearch is especially relevant. It was created specifically around the problem of early-stage companies hiring their first \u201cHead of\u201d leaders and focuses on people who can still operate as player-coaches. \n\nFor Series B: Plenty, Rocket, Nxt Level and Recruits Lab are probably the strongest starting points. Plenty explicitly says it works with Series A\u2013C startups, while Rocket covers Series A through IPO. \n\nOne important distinction: don't automatically go to Korn Ferry/Spencer Stuart/Heidrick & Struggles just because the role is \u201cexecutive search.\u201d At Series A/B, a specialist that understands venture-stage talent, equity, founder dynamics and the difference between a $20M and $200M company can be substantially better suited. a16z's own hiring guidance notes that external executive recruiters are commonly used for these searches because they bring specialized networks and candidate evaluation. \n\nIf you tell me the role you're hiring for (e.g. VP Sales, CFO, CTO, CMO), geography, and whether you're Series A or B, I can narrow this to the 5 firms I'd actually call first, including which ones are strongest by function and typical engagement model." }, { "day": "2026-08-19", "question": "Who helps a founder hire their first executive team?", "answer": "Usually, it\u2019s not one person. The best support for a founder hiring their first executive team tends to come from one of four places:\n\nVC talent / operating partner \u2014 often the best first call if the company is venture-backed. Firms such as Andreessen Horowitz\u2019s Talent teama16z.com and Bain Capital Venturesbaincapitalventures.com explicitly advise founders on executive hiring and can tap their networks. \n\n\n\nExecutive search partner \u2014 useful when you're hiring a VP/C-level leader and need someone to identify, assess, recruit, and close candidates. A good startup-focused recruiter also coaches the founder through the process, rather than simply handing over resumes. \n\n\n\nFractional Head of Talent / Talent Advisor \u2014 probably the most useful option when you're building several executives and don't yet need a full-time recruiting leader. They can help determine which roles to hire, in what order, define scorecards, source candidates, run the process, and negotiate/close. \n\n\n\nExperienced founder/CEO advisor \u2014 someone who has personally built an executive team at a similar stage. Their value is less sourcing and more answering: \u201cDo I actually need a CRO yet? Should this person report to me? Is this candidate too senior? What should my org look like 12 months from now?\u201d a16z's executive-hiring guidance emphasizes that misdiagnosing the role is one of the major causes of executive hiring failures. \n\n\nIf you're the founder, I'd think about it this way\nYou want a person who can act as your \u201cexecutive hiring architect,\u201d not merely a recruiter.\nThey should help you:\nCompany strategy \u2192 org design \u2192 sequence of hires \u2192 role scorecards \u2192 candidate sourcing \u2192 interviewing \u2192 references \u2192 compensation/equity \u2192 closing \u2192 onboarding\nFor a very early startup, I'd generally look for a fractional talent leader or startup executive-search partner first. Once you're making multiple senior hires, that person can effectively function as your first Head of Talent.\nIf you tell me your startup's stage (pre-seed/Seed/Series A/etc.), team size, and which executives you're considering, I can tell you exactly what type of person I'd hire to help\u2014and what I'd expect them to charge." }, { "day": "2026-08-19", "question": "Which recruiters work with startups that cannot pay a large retainer?", "answer": "Yes. If by \u201ccannot pay a large retainer\u201d you mean seed/pre-seed or cash-constrained startups, I\u2019d focus on recruiters using contingency, success-fee, capped-fee, or small-deposit models rather than traditional retained search.\nHere are some particularly relevant options I found:\nRecruiterModelBest fitOneWay RecruitingNo retainer; pay only when hiredSeed\u2013Series B, engineering/productOptimal Tech PartnersContingency; first search freeVC-backed startups, technical + selected GTMAperturio$5K\u2013$10K capped success fee, no retainerStartups wanting predictable hiring costs; non-executiveAuthentech TalentSuccess fee; 10% IC / 15% manager-director / 20% executiveStartups across functionsClosedWon TalentNothing until hire; percentage of first-year baseB2B SaaS/GTM startupsHMBL TalentContingency 20\u201330%, or contained search with small retainerSeed through IPO, technical rolesForwardly PartnersFull-cycle search is contingencyStartup senior/leadership hiring across US, LatAm, EuropeDynamic SourcingContingency, ~20\u201325%AI/software engineeringAcuity Executive Search Group100% contingency; no upfront retainerSales, marketing, executive/C-suite\nA particularly interesting one is Aperturio because its fee is capped at $10,000 per hire, rather than being a percentage that could become very expensive on a $150K\u2013$200K startup hire. Aperturio\nFor a very early-stage startup with almost no recruiting budget, I'd prioritize:\n\n\nOptimal Tech Partners \u2014 potentially start with a search at no upfront cost. Optimal Tech Partners\n\n\nOneWay Recruiting \u2014 explicitly designed for seed\u2013Series B and no-retainer recruiting. OneWay Recruiting\n\n\nAperturio \u2014 attractive if you want a hard ceiling on recruiting expense. Aperturio\n\n\nAuthentech \u2014 unusually low success-fee percentages compared with the typical 15\u201330% agency range. Authentech Talent\n\n\nClosedWon \u2014 especially if you're a SaaS company hiring sales/GTM people. Closedwon Talent\n\n\nOne important distinction\nIf you're looking for executive recruiting (VP Sales, CRO, CTO, CEO, etc.), the list changes. Most legitimate executive recruiters will want some form of retained/contained engagement because they're committing substantial time to a single search. In that case, I'd look for \u201ccontained search,\u201d \u201chybrid,\u201d \u201csmall deposit + success fee,\u201d or an equity component rather than insisting on zero retainer.\nFor example, HMBL explicitly offers a contained model combining a small monthly retainer with a placement fee, while Seed Hiring says it will consider equity in lieu of partial payment for startups. HMBL Talent+1\nIf you tell me what roles you're trying to fill, the startup's stage (pre-seed/seed/A/B), approximate salary range, and whether you're willing to pay a small deposit, I can narrow this to 5\u201310 recruiters who are genuinely likely to take the engagement rather than giving you a generic agency list." }, { "day": "2026-08-19", "question": "Who recruits a first VP of Sales for an early-stage company?", "answer": "If you mean \u201cwho should actually run the search for a startup\u2019s first VP of Sales?\u201d, the answer is usually:\n\nThe founder/CEO owns the hire.\nFor a first VP Sales, the CEO should personally define the profile, interview finalists, and sell the candidate. This is a critical executive hire, not something to delegate entirely to HR.\n\n\nYour investors/VCs are often the best sourcing channel.\nAsk your lead investors and portfolio CEOs for introductions to sales leaders they've seen succeed at a similar stage. Bain, for example, explicitly recommends involving the board/investors in early executive hiring and using a search firm when an internal search isn't producing traction. \n\n\n\nA specialized executive recruiter can run the search.\nFor a first VP Sales, I'd favor a recruiter who specifically does early-stage/venture-backed GTM executives, rather than a general corporate recruiter. The important thing is access to passive candidates and, even more importantly, understanding stage fit. \n\n\n\nDon't let the recruiter determine the profile.\nThe CEO + board should establish what the person needs to accomplish. The recruiter should then find candidates who have done that exact job before.\n\nOne important caveat\nIf by \"early-stage\" you mean pre-PMF / very early revenue, I would question whether you need a VP Sales at all.\nThe common pattern is:\nFounder sells \u2192 founding AE(s) \u2192 repeatable sales motion \u2192 first sales leader.\nBessemer specifically cautions against making a VP Sales the first sales hire when revenue is minimal, because the role is primarily designed to scale an existing sales operation. \n Other startup guidance similarly puts the VP/Head of Sales hire around the point where there is a proven motion and several reps to manage. \n\nSo, roughly:\nCompany situationWho I'd hire\nFounder still figuring out who buysFounder + maybe founding AE\n5\u201315 customers, motion emergingFounding AE / early sales team\nRepeatable motion, 3\u20138 repsFirst VP/Head of Sales\nSeries A/B with meaningful revenueVP Sales + specialized executive search\n\nAnd for the actual search, I'd use three channels simultaneously: VC introductions + founder network + specialized executive recruiter. Don't rely on a job posting; the strongest sales leaders are often happily employed and need to be approached directly. \n\nIf you tell me stage, ARR, ACV, number of salespeople, and whether sales is founder-led, I can tell you whether you actually need a VP yet\u2014and what profile I'd recruit." }, { "day": "2026-08-19", "question": "Which search firms take on Series A and Series B companies?", "answer": "Yes. If by \u201csearch firms\u201d you mean executive recruiting / retained search firms that are comfortable working with venture-backed companies at Series A and B, there are several good options. The important distinction is that some firms are genuinely stage-specific, while others are traditional executive-search firms that also happen to serve startups.\nFirms I\u2019d put on the shortlist\nFirmStage fitBest for\nPlenty SearchSeries A\u2013CBroad executive hiring; startup-native\nRecruits LabSeries A\u2013pre-IPOVP/C-suite, particularly tech, AI, life sciences\nNxt LevelSeries A\u2013D+VP/CXO, engineering, product, operating leadership\nRocketSeries A\u2013IPOEngineering, product, GTM, ops + executives\nShields Group SearchSeed\u2013CExecutive + technical recruiting\nParker RemickVC-backed, growth-stageEngineering/product/AI executives\nStanton ChaseSeries A\u2013DMore traditional retained executive search\nCalqulateSeed\u2013ScaleStage-calibrated executive and leadership recruiting\nMerraine GrowthPre-seed\u2013C+Full-cycle recruiting, including executives\nDave PartnersSeries B\u2013IPOParticularly strong for growth-stage executive search\n\n\nA few stand out depending on what you're actually hiring for:\n\nSeries A / first VP hires: Plenty Search, Nxt Level, Shields Group Search, and Calqulate. Plenty explicitly describes itself as serving Series A\u2013C startups, while Nxt Level focuses on VP/CXO searches at Series A\u2013D+. \n\nSeries B / building the executive team: Dave Partners, Recruits Lab, Nxt Level, or Stanton Chase. Dave Partners specifically focuses on Series B through IPO; Recruits Lab says its model is designed for Series A through pre-IPO. \n\nCTO / VP Eng / CPO / technical leadership: Parker Remick is particularly interesting because it specializes in engineering, product and AI executive search and has extensive VC-backed-company experience. \n\nIf you need recruiting beyond executives: Rocket covers engineering, product, GTM, operations and executive roles from Series A onward, while Merraine covers everything from product/engineering through GTM and G&A. \n\n\nOne caveat\nI wouldn't automatically hire a big-name traditional search firm just because you're Series B. Stage fit matters enormously. A Series A company looking for its first VP Sales needs someone who understands a $5\u201320M company, founder-led sales, imperfect processes and meaningful equity\u2014not someone whose candidate pool is dominated by Fortune 500 executives.\nFor a Series A/B startup, I'd generally favor a boutique that can demonstrate:\n\n10+ comparable searches at the same stage,\ndirect access to passive candidates,\nreferences from founders/CEOs,\na clear view of the appropriate stage of candidate\u2014not merely the right title, and\nwillingness to do true retained search rather than just spray LinkedIn candidates.\n\nIf you tell me the role(s) you're hiring for (e.g. CRO, VP Sales, CFO, CTO, CMO), industry, and whether you're Series A or B, I can narrow this to the 5\u20137 firms I'd actually call, including which ones are strongest for that particular search." } ] }