Three ways to work with Foundr — from a single high-stakes search to a fractional in-house recruiting function. Same partner-led standard across all of them: senior-to-senior outreach, written narratives on every shortlist, 90-day pulse on every hire.
Our most flexible model. We work the search end-to-end and you only pay a placement fee when a candidate signs. No retainer, no commitment. Best when speed and optionality matter more than exclusivity.
Pricing% of first-year base, billed on signed offer
Best for
Pipeline-building across multiple open roles
Mid-level to senior IC searches (Eng, Security, ML, GTM)
Teams that want to test the relationship before going deeper
How it works
One partner runs the search start to finish
Calibrated shortlist within 7—14 days
You see only candidates with a written narrative
We handle prep, debriefs, references, and the offer
Service 02
Embedded recruiter / Fractional head of talent
A senior recruiter inside your team
We embed a senior Foundr recruiter into your team for a fixed period — your Slack, your tools, your hiring committee. Acts like an in-house lead without the full-time overhead. Built for scaling teams between 10 and 60.
Pricingfixed monthly retainer, 3-month minimum
Best for
Companies hiring 5—20+ people in a quarter
Teams without an in-house recruiting function yet
Founders who want to delegate the entire hiring loop, not just sourcing
How it works
Dedicated 3—5 day/week capacity for a fixed term
Sets up or upgrades your ATS, scorecards, and interview loops
Owns sourcing, calibration, debriefs, and offer strategy
Trains your team alongside the work — leaves you stronger
Service 03
Retained executive search
For the hires you can't afford to get wrong
Single-search, exclusive engagement for senior leadership: CTOs, VPs, Heads of Engineering, Security, GTM. Deeper market scan, longer diligence, more co-design with the founders. The engagement Foundr was built for.
Pricingretained, three-tranche billing across the search
Best for
C-level, VP, and "first-of-function" hires
Confidential or replacement searches
Roles where the next 18 months of company strategy depends on the hire
How it works
Exclusive engagement — we don't share the search
Multi-week intake including stakeholder interviews
Comprehensive market map of every realistic candidate
Structured loops, deep references, offer + onboarding support
Weekly written progress reports throughout the search
Not sure which fits the moment?
Send us the role and the context. We'll tell you which engagement makes sense — and if none of them do, we'll say that too.
