the work sets the brief.
the problems this person will solve. the decisions they will own. the must-haves and the trade-offs. we get clear on what good actually looks like.
experience our founders bring
teams they’ve worked with across their careers.
now part of Cloudflare
career experience, not a list of curated client engagements.
01 / what you get
a focused shortlist.
a clear reason for every name.
not a stack of profiles to figure out. relevant work, genuine interest, practical context, and our view on why a conversation is worth having.
first, define the work.
- the problem
- build a backend that stays reliable as the product and customer base grow.
- what to look for
- design decisions, production trade-offs, incidents handled, and outcomes owned.
- what to question
- a senior title or a familiar logo without a clear account of the person’s contribution.
a shared definition of a great hire, before the search begins.
a reason to look closer.
- relevant work
- describes owning an event-processing service from design through production operations.
- why it matters
- the reported ownership fits the brief: build, ship, debug, and improve the system.
- still to explore
- architecture decisions, outcomes, and the exact extent of individual ownership.
candidate 01 · fictional, candidate-reported account. not independently verified.
a recommendation, with context.
recommend a first conversation for the ownership signal. use the interview to test the depth behind the account.
- practical fit
- in this fictional scenario: interested, location and compensation aligned, availability discussed, and consent to an introduction confirmed.
- what to test
- architecture trade-offs, evidence of outcomes, and the person’s individual contribution.
- your next step
- decide whether to meet. we coordinate the conversation and use your feedback to refine the search.
what would we test in the interview?
ask them to walk through one architecture decision, the alternatives they rejected, an incident they handled, and what changed as a result. separate their contribution from the team’s.
tools for the research. people for the judgment.
you work with us, not another recruiting tool.
02 / the work behind the shortlist
the system goes deep.
your experience stays simple.
you work directly with the people running your search. we build the context, make the recommendation, and stay close through the decision.
evidence earns the introduction.
we research relevant work and speak with people. every recommendation comes with a reason, practical context, and the questions still worth asking.
keep the whole thing moving.
interviews, feedback, the offer, and the decision. we stay close to both sides, so you can focus on getting to know the person.
behind the scenes / our proprietary talent os
built to go deeper.
and remember.
our talent os connects specialist ai agents, research tools, and a shared memory of each search. your brief, conversations and feedback stay connected, so you don’t keep repeating the same context.
our recruiters own the conversations, assess the evidence, and stand behind every introduction.
the system carries the context.people make the call.
01 / discoverresearch
find relevant people and understand the work.
02 / connectoutreach
make the opportunity relevant to the person.
03 / understandconversations
explore ownership, interest and practical fit.
04 / recommendhuman judgment
assess the evidence. own the introduction.
shared memory & feedbackyour brief, conversations and what we learn stay connected.
03 / where we go deep
specialist searches.
not one-size-fits-all.
from a foundational hire to a leader for the next stage. we focus on roles where understanding the work makes the difference.
01engineering
people who turn hard technical problems into products that work. we look for what they built, the decisions they owned, and the depth behind the résumé.
founding engineers · backend & platform · staff & principal · engineering leadership
02ai & data
people who can take models, data, and infrastructure into useful production systems. the brief starts with what the team is actually building.
applied ai · machine learning · data platforms · ai infrastructure
03product & design
judgment, taste, and a clear understanding of the problem. people who can decide what should exist, not just deliver what is already defined.
product management · product design · product & design leadership
04technical gtm
people who can connect a complex product to a customer’s real problem. technical credibility and commercial understanding, in the same conversation.
solutions engineering · forward-deployed engineering · enterprise architecture · technical sales
for people building what’s next
your next move
deserves thought.
tell us what you’ve built, what you’re proud of, and what you want more of. we’re interested in the story a job title can’t tell.
let’s talk about your next rolecontext before a conversationwe ask before sharing your profileno candidate placement fee
a few good questions
before we talk.
is curated a recruiting service or a software platform?
a recruiting service. our talent os supports the research and keeps context connected. you work with experienced recruiters who own the conversations and recommendations, not software you need to operate.
who is curated a good fit for?
technology teams making an important engineering, ai, product, design, or technical go-to-market hire. we start with the role, your context, and whether we can run a useful, focused search.
can you help a global team hire in india?
yes. we work with india-based teams and global companies hiring in india. we align on the role, working arrangement, location, compensation, and hiring process before the search begins.
what happens in the first conversation?
we talk about what you are building, why this hire matters, and what has or hasn’t worked so far. we agree the search scope and commercial terms before starting. no one-size-fits-all promise.
i’m not actively looking. should i reach out?
yes. tell us about the work you enjoy and what would make a move worthwhile. you don’t need to be actively looking to start a conversation. we’ll ask before making an introduction, and there’s no candidate placement fee.
let’s build your team
who’s your next
important hire?
tell us what you’re building.
we’ll start with the people it needs.
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