We represent senior and staff engineers in high-stakes career moves. We audit real compensation bands, pitch your profile directly to engineering leaders, and handle multi-offer negotiations. Zero candidate fees, zero ATS applications.
Internal HR teams use proprietary market intelligence models to close offers at the 50th percentile. The average engineer negotiates solo, guessing at the real upper bound. We level that playing field with P90 market data and dedicated advocacy.
Companies know their exact band ceilings and discretionary sign-on limits. We audit those benchmarks before you interview so you know the real upper bound.
You stay focused on technical loops and team chemistry. We step in to run the money conversation and push for top-of-band numbers without burning recruiter goodwill.
We bypass automated applicant portals and first-round recruiter filters, introducing your background directly to VPs of Engineering and hiring founders.
How our advisory team manages your career move from initial calibration to final contract signature.
We audit your experience against live Radford and peer comp data to establish your true P75/P90 market ceiling before talking to any company.
We pitch your background confidentially to CTOs and VPs of Engineering, often unlocking unlisted headcount before recruiters ever open a public requisition.
When multiple offers land, we sync closing windows to create upward leverage across base salary, equity refreshes, and discretionary sign-on pools.
We audit the offer letter and employment agreement: 4-year vesting schedules, clawback buffers, side-project IP protection, and non-compete enforceability.
A side-by-side breakdown between navigating high-stakes technical hiring solo versus having dedicated talent representation.
Browsing Blind threads and self-reported spreadsheets at 2am. Guessing where the true upper band ceiling sits.
Direct audit against verified Radford and peer comp bands to establish real P75/P90 targets before interviewing.
Submitting resumes into automated applicant tracking systems behind 600+ candidates with no feedback.
Confidential direct pitch to CTOs, VPs of Engineering, and technical hiring partners before roles go public.
Accepting HR's "budget is capped" pushback because negotiating aggressively risks damaging the hiring relationship.
We manage the negotiation as your agent. We coordinate multi-offer timelines to create upward bidding tension.
Signing standard offer letters without realizing restrictive IP assignment terms, non-competes, or harsh vesting cliffs.
Full legal audit of 4-year vesting schedules, acceleration triggers, clawbacks, and side-project IP carve-outs.
Unfiltered offer breakdowns and negotiation outcomes from recent senior and staff moves.
"I almost accepted the initial $390k because the recruiter insisted the band was hard-capped for L6. My agent took over the email thread, pushed back with verified competitor data, and closed the gap with another $130k in RSUs. Best part? I never had to have that awkward money conversation myself."
"I was about to get trapped by an exploding 72-hour deadline from one company while still in late-stage loops with another. They stepped in, managed the recruiter communications, aligned both offers to land in the exact same 48-hour window, and secured a $60k sign-on bonus to bridge the difference."
"When you're managing a 40-person org at a major tech firm, you can't have your resume floating around Greenhouse or recruiter LinkedIn feeds. They brokered three private, off-market conversations directly with CTOs over Signal and Zoom. Zero public trail, signed in three weeks."
Yes, recruiters can see every role you have applied to on Workday. But that is not automatically a problem. Here is what they actually see, how many applications is too many, and the exact strategy that keeps you in the running instead of flagging you as noise.
Anduril's fastest candidates get offers in 10 days. Others wait 6 weeks. The gap has nothing to do with your performance. Here is the full stage-by-stage timeline, what causes delays in their defense-tech hiring pipeline, and exactly when to follow up.
Capital One Power Day is a 3-4 hour final-round interview with independent elimination blocks. This guide breaks down every round, what the debrief actually looks like, acceptance rate data, and exactly how to pass each block.
Straightforward answers about our fee model, candidate confidentiality, and negotiation process.
Zero cost to engineers. We charge hiring companies an executive search fee upon successful placement. There are no retainers, hidden costs, or cuts deducted from your salary or equity.
Your current employer will never know you are looking. Your resume is never uploaded to public databases or job boards. We pitch your track record anonymously and only share identifying details after you approve the mutual fit.
We represent Senior (L5), Staff (L6), Principal (L7), and Engineering Leadership (Managers, Directors, VP Eng). Most candidates have 5+ years of production experience in high-leverage domains like Distributed Systems, ML Infrastructure, and Backend Architecture.
We break down the complete package: base salary, equity vesting schedules (1-year cliffs vs. quarterly refreshes), target bonuses, and sign-on incentives. We negotiate directly with the VP of Engineering or HR on your behalf, then audit employment agreements for restrictive non-compete and IP clauses.
Whether you have an active offer in hand or are quietly exploring your next chapter, we can audit your compensation ceiling in 15 minutes.