Written from real searches, not theory. This library is growing, more guides are being added regularly.
What to look for, how to interview, and what to pay for this leadership hire.
Finding the rare player-coach who can still ship code and lead a team.
Evaluating candidates in the hottest, most contested technical market right now.
Generalist vs specialist, and why the difference changes your whole search.
Why this role almost never gets filled through a job posting.
They overlap but aren't the same role. Here's the real difference.
Two senior tracks, not the same job. How to tell which one you actually need.
Used interchangeably, but different jobs with different hiring bars.
How it differs from general recruiting and staffing, and when you need a specialist.
Its own discipline now, not a subset of general engineering recruiting.
Different problems, different solutions. Here's which one you actually need.
The order to hire in, and the mistakes that stall a first engineering team.
The most common mistakes founders make hiring their first engineers.
Closing the hire is only half the job. Here's how to actually keep them.
A short checklist for what needs to be true before you open a search.
The specific signals that mean it's time, and the cost of waiting too long.
The tightest talent market in engineering right now. Here's when to start.
Most JDs repel the exact candidates they're trying to attract.
How each changes your candidate pool, timeline, and comp expectations.
A structured loop that predicts on-the-job performance, not interview performance.
The specific signals that predict a bad hire, before you make an offer.
What a new VP should focus on, and the mistakes that undo a strong start.
A concrete plan so the first quarter builds trust instead of confusion.
It costs more than the salary. Here's what actually gets destroyed.
Compounds through every hire, every architecture decision, and every quiet exit.
Real compensation data across roles, from senior ICs to VP of Engineering.
Base, bonus, and equity: what each component is actually for.
Typical fee percentages, what drives them, and how to evaluate the number.
Both are legitimate models. Here's which one fits your hire.
The questions that separate a real partner from a resume-forwarding service.
When each model wins, and how growing companies actually decide.
SaaS hiring has specific demands. Here's what that means for a partner.
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