With every team, a success story

See how we helped scale culture, product and team at companies that do not hire for the sake of hiring.

+20
people on the team in under a year
Murphy AI
Building a technical team from nothing
We supported their growth from the first hires to a team of 20+ in under a year.
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1:8
hire-to-candidates-presented ratio
InfiniteWatch
the GenAI-at-scale profile for a platform that audits agents in production
They needed the founding hire who would lay the groundwork for their AI team. After eight candidates, they closed a senior profile with GenAI at scale and experience building agents.
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3
engineering roles against a very high bar
Smith AI
Hiring elite engineers in Spain to build AI-first engineering for Silicon Valley
Three key roles closed in a demanding technical environment, prioritising an optimisation mindset and real experience working with AI.
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+10
technical hires across four different departments
Frekuent
from backend to firmware, two years alongside a growing technical team
Two years adding people to a technical team split between software and hardware, through a rebrand and five different hiring managers.
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4
hires after interviewing 60+
Finizens
Finding developers who use AI to improve their code, not to replace their judgement
Strengthening the team with full-stack Symfony developers who knew good practice, including how to use AI with judgement.
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12 days
from signing the agreement to both offers being accepted
Zinco AI
two fullstack engineers in twelve days while they were buying their first companies
They needed the product to move at the same pace as the acquisitions they were closing. Two product engineers with ownership hired in twelve days, and one more senior profile in 2026.
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4
funding rounds hiring alongside them
Haddock
Four funding rounds and four different structures, with the same technical and human bar
They needed tailored technical hires while the organisation went through expansion, restructuring, new squads and, today, its AI team.
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5
hires across two departments, in Mallorca and hybrid
Dingus
finding qualified technical talent in a market as narrow as Mallorca
Five hires across two different departments, all local and all hybrid, in a technical market where the pool is counted in dozens rather than thousands.
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5
remote hires from 35 candidates
EvCharge
Building a fully remote team without giving up on technical or human fit
Five key hires across different stages of their growth. We are still their hiring partner today.
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40 days
from signing to both hires joining
Qamarero
product engineers with real ownership for the move into Europe
They were looking for developers able to own an entire module of the product and talk to customers directly. The first two joined in 40 days.
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2
hires on four days a week on site
Infonet
Growing the team on difficult conditions, and hiring twice
A senior PHP Symfony backend engineer on a hybrid arrangement of four days on site.
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30 days
from first call to two hires
Last.app
After months searching for two top frontend engineers, two hires in barely 30 days
Five candidates presented in a week and a half, all with backgrounds on serious products.
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23 days
from signing the agreement to the offer being accepted
American School of Barcelona
the NetSuite and Python specialist they needed to finish their ERP migration
An ERP migration halfway through, a technology director who had just started, and a niche profile: NetSuite, Python and on the ground in Barcelona.
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46 days
to their new CTO
Nester
The technical leader who could take the manager role off a founder, and is now CTO
An engineer capable of running a nine-person team, hired in 46 days.
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6
hires in four months, over the summer
AscendMakers
Six key hires in four months to launch their platform and survive the summer
Three backend and three frontend engineers to form a complete technical team, while their tech lead was leaving.
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7 days
to the first strong candidates
CrowdFarming
Finding a unicorn in under a month
They needed a tech lead for the payments squad, with Node.js and product sense. After weeks of searching they came to us, and had strong candidates in the pipeline within seven days.
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2
critical hires: React and blockchain
Peersyst
Hiring blockchain experience against a very high technical bar
Key React and Golang/blockchain hires to strengthen their team during international expansion.
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9
hires across two years
Sequence
Building a tech team to lead accounting automation in Switzerland
Consolidating the product and technology team to scale Sequence and support its transition into an independent company.
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40 days
average time to start date
Centroplan
Several key hires with real photovoltaic sector experience
Three difficult searches in the photovoltaic sector, closed in an average of 40 days each.
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2
hires with the CTO on holiday
Grupo StartGo
Two full-stack hires, over the summer
A critical technical role to fill with almost no room to manoeuvre: summer around the corner and the CTO out of the office.
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3
hires in under two months
SepsaMedha
Hiring in the middle of a turnaround
Key technical hires in a delicate moment, after years of internal upheaval.
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