Embedded recruiting
We work inside your company as your recruiting team: your Slack, your standups, your calendar, from intake through offer close.
For companies hiring across several roles that don't want to build recruiting in-house yet.
We know who you’re trying to hire.
Because we
hired them.
Between us: leadership hires for fast-moving startups from Polymarket to UP.Labs, scale-outs at Rent the Runway and QuadPay through an IPO and an acquisition, two recruiting technology companies built from the founding team out, and two careers spent inside Google, Facebook, MLB Advanced Media, and Disney Streaming.
Roles we run
Engineering leadership
Head of Engineering
The hard part: every founder wants someone who has scaled a team and still writes code. That person is usually already a founder.
How we run it: we map who actually built the systems you admire, not who managed them.
Product leadership
Head of Product
The hard part: most candidates are great at the job they had, not the one you'll have in twelve months.
How we run it: we write the brief around what breaks if this hire fails.
Applied ML and research
Head of AI
The hard part: the best people aren't looking, aren't on job boards, and get four inbounds a week.
How we run it: we start from papers, patents, and open source, not profiles.
Go-to-market
Head of Sales
The hard part: your first sales leader has to sell a product that isn't finished to a market that doesn't know it exists.
How we run it: we look for people who sold at your stage, not at your dream stage.
Operations
Head of Operations
The hard part: it's the role founders hire last and need first, and nobody agrees what it includes.
How we run it: we scope the job around what's actually breaking this quarter.
Founding team
First engineering hire
The hard part: you can't pay market, and this person sets the bar for everyone after them.
How we run it: we rewrite the pitch before we write the outreach.
Where we’ve hired
Every side of the table.
Early-stage
First leadership hires at seed and Series A startups, and scale-outs at Rent the Runway and QuadPay through an IPO and an acquisition
Venture
An early-stage AI portfolio at UP.Labs, plus talent at a venture capital firm
Recruiting technology
Two companies built from the founding team out, one acquired, one past $2M ARR on tooling we built ourselves
Big tech
Google and Facebook, hiring engineers at the bar everyone else benchmarks against
Enterprise
Disney Streaming, from three recruiters to eighteen
Network
Two decades of relationships and full market maps across engineering, product, AI, and go-to-market
Agency
We've both built one from the inside, so we know exactly what you're comparing us to
What we’ve done, before Spring Labs
Hires
Across seed-stage startups, venture portfolios, and a 5,000-person streaming organization.
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Leadership hires
Head of Product, Head of Engineering, Head of AI, Head of Sales, Head of Operations, Chief Product Officer.
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Companies
From five-person teams making their first hire to public companies.
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Outcomes
Two acquisitions, one acquisition of a company we were on the founding team of, one IPO.
Four
0%
Offer accept rate
Across our careers.
How we work
Four ways to engage
Monthly retained search
An ongoing retainer that keeps searches moving month after month.
For teams hiring continuously that don't need us in the building.
Hourly
Senior recruiting help, billed by the hour.
For teams that need experienced hands on a specific problem, not a full engagement.
Executive search
A dedicated search for the leadership hires a company cannot get wrong.
For the roles where a miss costs you a year.
Why us
Why founders choose us
We've worked every side of this
Between us: two recruiting technology companies, an early-stage AI portfolio, a VC firm, our own agencies, and a recruiting function run at Disney scale.
We build our own tools
We've built an agency on our own tooling before, including a referral product, and scaled it past $2M ARR. Spring Labs writes its own software for sourcing, research, and candidate follow-up, for the same reason.
Both founders, every search
There is no bench behind us and no bait-and-switch after the pitch meeting. The people who scope your search are the people who call your candidates.
- We tell you when a search isn't worth running.
- We don't disappear between kickoff and offer.
- We don't hand you off to someone junior.
- We say no to searches we don't think we can fill.
Founders
Jesse Silverman
Founder
Jesse went from technical recruiting at MLB Advanced Media to talent in venture: a VC firm, the founding team of a recruiting technology company that scaled to $1.2M ARR before being acquired, an early-stage AI portfolio at UP.Labs, and a stretch at Google. Twenty years of learning what early teams need before they know they need it.
LinkedIn ↗
Evan Fogel
Founder
Evan started at Google and Facebook, ran his own agency, and then spent a decade inside the engineering organization that became Disney Streaming, building and running the recruiting function as it scaled. He has hired at every level, in every market, through every kind of year.
LinkedIn ↗Tell us who you’re trying to hire.
Email goes to the two of us, nobody else. If we can help, we’ll tell you how. If we can’t, we’ll tell you that too — and usually who to call instead.
hello@springlabs.com