Scaleups: Series B to C
Scaleups:
Series B to C
support that helps you win talent against established competitors and build scalable recruiting systems, so you can focus on market expansion without operational growing pains
Scaleup momentum
Win top talent against established names through sharper outreach, stronger positioning, and selection methods that surface people who thrive in complexity and fast decision cycles.
Win top talent against established names through sharper outreach, stronger positioning, and selection methods that surface people who thrive in complexity and fast decision cycles.
Operational maturity
When informal coordination stops working, I put the systems in: standard hiring processes, tighter decisions and a cleaner way to define, assess and close roles — so the team grows without losing speed.
When informal coordination stops working, I put the systems in: standard hiring processes, tighter decisions and a cleaner way to define, assess and close roles — so the team grows without losing speed.
Services
Competitive hiring
People operations
Hiring optimization
Leadership hiring
Available in: contingency search | retained search | embedded partnership
Market data that sharpens your offers
You get data on salary expectations, talent availability and competitor activity plus practical recommendations that help you shape roles and offers with higher acceptance likelihood.
Close offers without bidding wars
I help you win candidates without bidding wars using strategic positioning and effective closing, even when they’re weighing more lucrative offers.
Reach engineers who ignore corporate outreach
I reach engineers who want their work to actually move the business. Open up talent pools most companies can't get to.
Hire top talent despite competing with established names and deeper pockets.
Competitive hiring
People operations
Hiring optimization
Leadership hiring
Available in: contingency search | retained search | embedded partnership
Market insights that strengthen your hiring
You get data on salary expectations, talent availability and competitor activity plus practical recommendations that help you shape roles and offers with higher acceptance likelihood.
Close offers without bidding wars
I help you win candidates without bidding wars using strategic positioning and effective closing, even when they’re weighing more lucrative offers.
Reach engineers who ignore corporate outreach
I reach engineers who want their work to actually move the business. Open up talent pools most companies can't get to.
Hire top talent despite competing with established names and deeper pockets.
Competitive hiring
People operations
Hiring optimization
Leadership hiring
Available in: contingency search | retained search | embedded partnership
Market data that sharpens your offers
You get data on salary expectations, talent availability and competitor activity plus practical recommendations that help you shape roles and offers with higher acceptance likelihood.
Close offers without bidding wars
I help you win candidates without bidding wars using strategic positioning and effective closing, even when they’re weighing more lucrative offers.
Reach engineers who ignore corporate outreach
I reach engineers who want their work to actually move the business. Open up talent pools most companies can't get to.
Hire top talent despite competing with established names and deeper pockets.
Built on scale-up reality
Winning talent against big-tech
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning slow processes
I fix inefficient recruitment workflows by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning slow processes
I fix inefficient recruitment workflows by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning slow processes
I fix inefficient recruitment workflows by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning slow processes
I fix inefficient recruitment workflows by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech giants
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning fragmented workflows
I fix inefficient recruitment paths by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech giants
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning fragmented workflows
I fix inefficient recruitment paths by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech giants
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning fragmented workflows
I fix inefficient recruitment paths by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech giants
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning fragmented workflows
I fix inefficient recruitment paths by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech giants
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning fragmented workflows
I fix inefficient recruitment paths by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech giants
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning fragmented workflows
I fix inefficient recruitment paths by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech giants
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning fragmented workflows
I fix inefficient recruitment paths by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech giants
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning fragmented workflows
I fix inefficient recruitment paths by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning slow processes
I fix inefficient recruitment workflows by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning slow processes
I fix inefficient recruitment workflows by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning slow processes
I fix inefficient recruitment workflows by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Winning talent against big-tech
I’ve successfully closed candidates who chose a high-growth scaleup over established brands with significantly higher compensation ranges. I know how to sell impact and autonomy when competing with corporate stability.
Scaling past the 50-employee mark
I implement the structures needed for firms crossing the 50-person threshold, ensuring processes support rapid growth rather than becoming a bureaucratic burden.
Redesigning slow processes
I fix inefficient recruitment workflows by eliminating avoidable delays and operational noise, shortening time-to-hire without adding administrative overhead.
Specialized in hard-to-fill technical domains where hiring precision matters
Machine Learning
Cloud
Computer Vision
Security
LLMs
Data Engineering
Research
Platform Engineering
MLOps
Embedded Systems
References
Professional, transparent, and exceptionally effective
"Working with Dominika was an absolute pleasure. She demonstrated exceptional professionalism, transparency, and a deep understanding of the technical hiring landscape and the market, which made our collaboration seamless and highly effective.”
Veronica
Technical Recruiting Manager
Strong understanding of business and technical needs
"Dominika is an exceptionally skilled Technical Recruiter with a strong understanding of business needs and technical role profiles. She consistently attracts top technical talent with efficiency and precision, enabling the team to meet even the most complex hiring demands."
Jan
Senior Manager, Recruiting
Strong understanding of business and technical needs
"Dominika is an exceptionally skilled Technical Recruiter with a strong understanding of business needs and technical role profiles. She consistently attracts top technical talent with efficiency and precision, enabling the team to meet even the most complex hiring demands."
Jan
Senior Manager, Recruiting
An exceptional partner in building new teams
"Dominika has been an amazing recruiting partner and her contributions have made a huge impact on my organization's ability to create and grow new teams in our Poland office. Dominika always stepped up to the challenge and was able to find the right candidates for the role. We couldn’t have done it without her!”
Jim
Senior Director, Engineeering
An exceptional partner in building new teams
"Dominika has been an amazing recruiting partner and her contributions have made a huge impact on my organization's ability to create and grow new teams in our Poland office. Dominika always stepped up to the challenge and was able to find the right candidates for the role. We couldn’t have done it without her!”
Jim
Senior Director, Engineeering
FAQ
What's your typical timeline for technical roles?
How is your approach different from traditional recruitment agencies?
What services beyond recruiting do you provide?
How involved do I need to be in the recruitment process?
What happens if a hire doesn't work out?
Ready to build your technical team?
Let's discuss your hiring needs and how evidence-based recruitment might help
Ready to build your technical team?
Let's discuss your hiring needs and how evidence-based recruitment might help
Ready to build your technical team?
Let's discuss your hiring needs and how evidence-based recruitment might help
Ready to build your technical team?
Let's discuss your hiring needs and how evidence-based recruitment
might help.
evidence-based hiring
& team building for tech companies
Quick links
evidence-based hiring
& team building for tech companies
Quick links
evidence-based hiring
& team building for tech companies
Quick links
evidence-based recruitment & team building for tech companies
Quick links