Foundr is the go-to recruiting partner for some of the world's best VC-backed startups. We hire across AI/ML, Engineering, Security, and GTM — from first ten to scale-stage.
Four practice areas, each led by operators who've shipped in the trenches. We staff the first ten and the team that comes after.
Founding ML engineers, research leads, and post-training specialists for frontier-adjacent teams.
From the first backend engineer to heads of platform scaling 0→1→10.
Security leaders who know how to build a program on a seed budget and a Series C runway.
First AE to VP Sales. Brand marketers and RevOps architects who've done the ladder before.
One senior partner per search. No juniors, no pass-throughs, no commission-chasing. Built for founders who've been burned by generalist recruiters.
A 90-minute working session with your founders. We map the role against your product trajectory — not a 15-bullet JD.
We build a calibrated long-list of 60+ operators. Not a database dump — people we've talked to, vouched by people we trust.
Shortlist delivered in writing with a narrative on each candidate. We prep both sides. You see fewer people and decide faster.
We sit on the offer call. We don't disappear after signing — 90-day check-ins for every hire we place.
Hover or tap a panel to dig in. Each engagement is built for a different moment in your hiring story.
We'd rather let the operators we've placed do the talking.
Foundr found our first two research engineers in under three weeks. Both still with us. Both shipped in month one.
We'd been stuck on a CISO search for five months. Foundr closed it in 34 days. The candidate pool was noticeably different.
No recruiter theater. Senior-to-senior. Real references. Real calibration. We hired six people through them this year.
They turned down our search twice before taking it on — said they didn't have the right network yet. That honesty is why we trust them now.
Best GTM hire we've ever made came from a Foundr intro. Three years in, she's running the whole revenue org.
Quarterly thinking on hiring, compensation, and what changes when the team goes from 10 → 60.
Tell us about the role. We'll come back in 24 hours with a short plan, a candidate archetype, and who on our side would lead the search.