It matters who you hire. It matters more who stays.
I build teams for companies that are growing, and I coach the people trying to find their way into them. Same work, seen from both sides of the table.
Who I am
Ten years of building engineering, product, data and commercial teams. Three years building development teams for Swiss startups, six years in-house in Germany at Babbel, Delivery Hero and SellerX, and this year on my own.
I have sat on both sides of this. I have made the offer and I have been the person telling someone it did not work out. I have hired thirty to fifty people a year and I have coached the ones who did not get the job through what came next.
That is the whole thing, really. I care about the people in this. I also know how to get you the hire. Both of those stay true at the same time, and it matters to me that they do.
Six years in-house at
The numbers
0 to 100
Hires in twelve months, setting up a new office from nothing.
30 to 50
Hires delivered a year.
10 to 12
Open roles running at once.
95%
Of my offers get accepted.
33 days
Average time to hire.
Ten years. Berlin based, hiring across Europe, Asia and the US.
What I do
Hiring
Embedded, full cycle. I work inside your team, not as an agency sending you CVs.
- Engineering, product, data, commercial, operations, finance and leadership
- Role scoping and talent mapping before a single search opens
- Competency based interviews, scorecards, and training your managers to run them
Coaching
One to one, for people in the middle of a move.
- CV and positioning, read the way a hiring manager reads it
- Interview preparation, including the competency interviews most companies now run
- Career strategy when the question is bigger than the next job
- Offer negotiation, where most people leave money behind
When people are leaving
If you are letting people go, I work with the ones who are going. CV, interview prep, job search, until they land somewhere good.
Most companies buy the legal side of this and skip the human one. I have done the human one, and it is the part people remember.
Talk to me about itHow I work
I sit down first.
Before a single search opens I want to understand the team, the constraints and what has already been tried. The brief you send me is almost never the brief we end up running.
I work inside your team.
Your tools, your standups, your hiring managers. You are not managing a supplier and waiting for CVs to arrive.
I train your managers as I go.
Every search should leave your team better at hiring than it was. If you still need me for every role in a year, I did this badly.
I tell you when the answer is no.
When the role is wrong, or the salary will not clear the market, or the person you like is not the person you need. That conversation is the job.
Anyone can fill a seat. The hire that holds is a different piece of work.
Tell me what you are trying to build.
Or what you are trying to leave. Both conversations start the same way, and I will tell you honestly if I am not the right person for it.