With each team,
a success story

CrowdFarming is a platform that directly connects sustainable farmers with end consumers, eliminating intermediaries and encouraging regenerative agriculture. At Kulturo, of course, I'm super in favor of collaborating with entrepreneurs whose mission is so cool.

After its round of 15 million euros with QImpact, Seaya and Triodos in 2021 and an EIB venture‑loan of 15 million euros in 2023, the startup accelerates the digitalization of 200+ European farms.

When they contacted us, the People team was overwhelmed and they had been searching for weeks without closing anything. The offer basically drew a unicorn: someone technical and a leader, a fan of regenerative agriculture and who, in addition, was not afraid to talk about Stripe at coffee time. What had they found? Rodent plants!

The first thing we did was sit down (virtually) with them and shoot out the relevant questions. What was really essential? What could be learned in onboarding? What culture did they want?

With the profile redefined and an enhanced job description, we reactivated the search. In seven days we presented two powerful profiles. One of them, after an agile process, signed in less than a month.

Today, more than 500 days later, he leads the payments squad. And yes: they confirm that he is still not afraid of Stripe at coffee time... although now he accompanies it with home-grown kombucha.

AscendMakers is a B2B SaaS company focused on automating omnichannel advertising investment for retailers. In 2024, after validating their MVP, the challenge of climbing came, and for this they needed a complete team from scratch. With an additional complication... the only Tech Lead was going to leave in 25 days, which gave us a very, very tight deadline.

Under the circumstances, the Kulturo team went deep into it: meetings with Tech Lead and COO, redefinition of profiles, and a clear and transparent attraction campaign.

After defining priorities, we start with the Frontends, with a stack based on React + Next.js, and then with the Backends (Python, SQLAlchemy, ClickHouse, AWS).

In the middle of the canicula, with half the vacation sector, AscendMakers signed six profiles. Today, one of them is already leading the team.

The key wasn't just finding them: it was to quickly understand the company, convey its vision and keep pace when most of them were using their mobile phones in airplane mode.

Haddock is a SaaS from Barcelona that automates management for restaurants, digitizing invoices and controlling margins in real time.

We met them right after their time at Y Combinator. In December 2022, they asked us for help with two full-stacks. One of them, a midget with a lot of potential, moved to Barcelona and ended up leading the product in months.

Already in 2025, they called us again: new squad, new DJ, new challenge. Another full-stack, this time more product-oriented. Another well-closed search. What makes us proud is not only the number of hires, but also to have been part of their evolution and consolidation.

Finizens is a fintech specialized in automated index investment management with low commissions. With their own technology, they rely on agile processes and modern tools to scale without losing focus.

We knew that they needed to add technical muscle, but not at any price: they wanted devs who not only knew Symfony, but who had judgment, wrote clean code, with good practices, and were able to rely on GitHub Copilot tools, IDEs with AI such as Cursor and all the new features that AI has brought to software development.

In addition to the challenge of maintaining the cultural standard: humble people, with ownership and used to working remotely.

All of this within a demanding stack: PHP/Symfony backend, Angular and Ionic front-end, and a solid architecture based on Hexagonal, DDD and design patterns.

To achieve these profiles, more than an Excel of candidates is needed. It's about paying attention to the signs, getting to know up close who you're going to recommend so that the success is total.

We sat down with its CEO to understand the stack and the work philosophy. With this clear, we activated a surgical search: we interviewed more than 60 profiles, of which we filtered only 29%, we only passed on to those that truly combined experience, technical judgment and vision.

The result: Four solid signings, the well-covered back end, the culture intact, and Copilot in good hands. They're happy, so are we. And the code, as expected: solid, clean and sustainable.

StartGo is a Sales Marketing agency specialized in aligning marketing and sales to maximize results. Headquartered in Valencia, it has a multidisciplinary team that offers 360º services: consulting and digital transformation, web design and development, online stores, maintenance, SEO and Paid Media.

When they contacted us, summer was just around the corner and the picture was critical: the technical team was on the edge and they urgently needed to incorporate a new profile. They had already tried to fill the vacancy with another agency, but the profiles they received didn't fit: technical alignment and real understanding of their needs were lacking. To further complicate the context, Miguel Ángel, his CTO, was about to go on vacation. But we didn't let that stop the process.

Before starting the search, we met with the team to fully understand what profile they needed, what previous candidates had failed at and what their technical test was like in order to optimize the selection process.

With Miguel Ángel already on vacation, we set to work. We carried out an intensive search, contacted hundreds of professionals and carried out a first rigorous filter. Only a small part met the technical and cultural requirements that StartGo needed.

On the way back from Miguel Ángel's vacation at Kulturo, we already had nine solid applications ready for evaluation. Some had even started the technical test. Finally, two candidates more than passed the test. Although originally they were only going to hire one person, the good performance of both and the obvious workload made it a strategic decision to hire both. And they both accepted the offer.

Not only did StartGo solve an urgent problem, but it strengthened its team with two key signings, just in time to face a period of high growth.

EVCharge is a software platform that centralizes the management of charging points for electric vehicles, adaptable to any business model. It is part of Etecnic, the leader in Spain in installing solutions for electric mobility. When we spoke for the first time, they told us that they had been working with a selection person who was not an expert in technical roles, so they didn't quite match the professionals they needed. On the other hand, their headquarters are in Reus and they needed profiles with a certain Seniority, which made it difficult to hire in the environment of their HQ.

Thus, we devised a remote search strategy, locating candidates who were willing to approach team building events where everyone could see each other's faces several times a year. The strategy was a success, in a short time they signed up three profiles, a FullStack with RoR, Frontend with React.js and DevOps with AWS.

But that was not all, after a year new clients had closed and the team needed to continue growing as the company was doing, so two more signings followed. To date, we have submitted 35 candidates for them, of which five became successful hires.

Last.app is a B2B SaaS startup based in Barcelona. It was created to make life easier for restaurants by unifying all the tools that the restaurateur needs in a single software: POS, delivery integrator, online store, reservations and much more.

From the first call they were very clear: they knew the type of people they needed, but they weren't finding them. They were really looking for top people and were willing to pay for that level. Although their frontend uses Vue.js, they weren't looking exclusively for people with experience in that framework. The important thing was to find very good developers, no matter what technologies they had used before.

The hybrid format requirement was vital for them, they needed people who were willing to go to the offices three days a week. They are a small technical team that values face-to-face to strengthen culture and move forward with their challenges. From the first interview, we had to make sure to validate that the candidates were not only willing to accept that format, but that it was something they liked.

Before Kulturo, they had already interviewed many profiles, but they all fell for the technical test, and since HR it was taking up a lot of their time. We agreed to make an initial filter by introducing five technical questions that we would ask live, to only present candidates with high potential to fit in. We set out, we were very selective from the beginning who we contacted.

In a week and a half we presented five candidates with backgrounds in cutting-edge projects, a desire to work in a hybrid and fit with the company's culture. After the first round of interviews, three candidates reached the final stage. Of them, two shone in the face-to-face interview, so they decided to hire both of them.