Our hires have helped scale the teams to 100+ engineers

Scaling and Structuring a PropTech Engineering Org

The Challenge

A fast-growing proptech company had just closed their Series C and needed to mature their engineering function from a flat structure into a clearly defined multi-team org. With around 300 employees and ~50 engineers, they were entering a critical stage: scaling up headcount while introducing leadership layers, product pods, and cross-functional collaboration across three distinct product areas.

They needed to hire five senior engineers immediately, followed by data science roles and engineering management. We entered a partnership during a time that the existing TA team had been underperforming across technical roles but performing well across product and sales.

Our Solution

We partnered with engineering and product leadership to shape role scope, hiring bar, and org design. We focused exclusively on senior engineers who had scaled product in similar fast-growth environments, and surfaced candidates who weren’t actively on the market but moved when the opportunity was positioned credibly.

We also acted to bolster the effort of the existing TA team, not to replace their efforts but to support and fill the gaps as needed for rapid, difficult to source technical roles.

The Result

In the first two-month hiring cycle, we placed three senior frontend engineers and three senior backend engineers (7–15 years’ experience, React and Python-focused, all with backgrounds at mid-to-late stage NYC startups). Alongside them, we hired an engineering manager with over 15 years of experience, including seven years building and scaling teams at mid stage startups and a Director of Engineering who relocated from San Francisco, bringing 30+ years’ experience from senior leadership roles in scaled fintech orgs.

These hires were pivotal in shaping the company’s new engineering structure. With our support, the Director of Engineering went on to scale a brand-new product team from zero to 19 engineers within six months. The team we helped assemble set a new cultural and technical standard for the org, enabling the business to establish three cross-functional product teams and move into its next stage of post-funding growth with real velocity.

Delivering Senior Engineers & ML Talent in AdTech

The Challenge

A late-stage adtech company (now part of a top-10 global software provider) engaged us to help scale their engineering org with highly specialized talent across Java, Python, Machine Learning, and Image/Video Processing.

They had already grown to over 600 employees and had several established product teams but needed to build out next-generation media streaming infrastructure and an intelligent ad-insertion engine serving enterprise streaming clients.

What we did

We designed a dedicated sourcing and delivery model, built a role-specific pipeline for each core tech area (ML, Image Processing, Java, etc.), rather than using a generic search. Focused exclusively on passive candidates from relevant verticals (streaming, realtime media, deep learning, dev platforms). Identified key talent from companies working on similar challenges — especially in NYC & New Jersey.

The Result

Our partnership resulted in the successful placement of 5 senior engineers and machine learning specialists, all 5 hires are still with the company 2 years later, two have since been promoted to leadership. We implemented interview management tools that reduced time-to-offer from 60 to 30 days, improving candidate experience. The engineering team we built was a key factor in their eventual acquisition by one of the largest software companies.

Driving Diversity in Engineering for a Logistics Tech Company

The Challenge

A Series D logistics tech company faced ongoing challenges sourcing senior women in tech for highly specialized technical roles across engineering and product. With ambitious hiring goals and a commitment to building a more diverse and inclusive engineering organization particularly in the form of not having teams composed only of men across the organization, they needed a recruiting partner capable of delivering qualified, senior-level female candidates through a process that would be inclusive for both men and women to interview in even numbers. Not an easy feat to accomplish.

Our Solution

We partnered closely with the company’s talent leadership to design a focused diversity sourcing campaign. Leveraging a combination of outreach strategies, niche community engagement, and targeted referrals, we concentrated on identifying women engineers with expertise aligned to the company’s technology stack and growth trajectory. Our process prioritized both speed and candidate experience to ensure an inclusive, effective hiring journey.

The Result

In 3 months we hired 4 senior women engineers in a team that previously had zero gender diversity at that level, including one in a position of leadership. We helped build a team that supported their $100M Series E raise. The technical sales hire we made directly contributed to the client landing $5M+ in new enterprise contracts.