We’re a team of four former talent acquisition leads with executive search backgrounds. Collectively, we’ve helped scale 19 tech companies and facilitated over 3,000 hires – giving us a unique perspective and a distinct approach to high-performing talent acquisition.

We’ve seen up close the consequences of poor hiring – both internally and through outsourced recruitment partners. 

PUSH RECRUITMENT

Most recruitment providers – both in-house teams and external agencies – rely on what we call Push Recruitment: a low-touch, high volume candidate collection approach rather than true talent attraction. At best, it draws in adequate candidates. Push Recruitment is marked by one-dimensional, functional job specs that lack context, and recruiter messaging focused solely on the skills and experience required today.

This suboptimal approach actively screens out high performers – the independent thinkers and gamechangers who drive real success – who expect progress and growth. Instead, it attracts Push Candidates – job seekers who are stepping away from roles, often under pressure, and seeking tactical relief rather than long-term alignment. These candidates are more likely to accept roles that aren’t a strong fit, simply because they need a way out.

The consequences are real and well-documented: workplace dissatisfaction is at an all-time high, employee engagement is steadily declining, and attrition rates keep climbing.

 PULL RECRUITMENT

Since 2012, we’ve used a different approach: Pull Recruitment – a high-touch, low-volume approach based on Jobs-to-be-Done Theory, it speaks to what high performers care about – not just what the job spec requires.

We’ve spent over a decade refining it. In November 2024, Harvard Business Review called it “The Future of Recruitment. “