How We Work

We provide a focused search built around your needs

Let us do the heavy lifting of sourcing, qualifying, and nurturing candidates so you can focus your energy on making the right hire.

We’ll manage the work between the decisions that matter.

The Plus10 process keeps your search focused and moving.

Step 1. Align on needs. We come prepared for our intake call and ask focused questions to understand your business and technical needs.

Step 2. Calibrate our search. We share a select group of prescreened profiles to get on the same page about what right-fit looks like.

Step 3. Target the market. We search deeply and refine continually so each candidate introduction moves us closer to making a hire.

Step 4. Worthwhile introductions. We only share qualified candidates that have researched your company and are prepared to discuss the opportunity.

Step 5. Gain a new team member. We stay close from interview to offer and help the hire arrive ready for day one.

You’re always kept in the loop and know where the search stands.

Go into every candidate conversation with context.

The Plus10 Evaluation Framework is a bespoke process to assess candidates based on your needs. You get 360 insights so your conversations can focus on the work and mutual fit.

Capability

Can they do the work? Technical depth matters when it connects to delivery. We look for evidence of ownership and impact. The candidate’s experience should match the role’s scale and complexity.

Operating Judgement

How do they work? We explore how the candidate makes decisions. We listen for clear communication with stakeholders. We also explore how they build trust across functions.

Work Alignment

Is this the right work? We ensure candidates can jump in with batteries included. Their background must connect to your product and domain, and the role aligns with their career growth goals.

Practical Fit

Is this the right move? A strong match can still miss on logistics. We ensure things like compensation, workplace expectations, and timing are clear on both sides.

Frequently Asked Questions

  • We do not set a candidate quota. We focus on quality over quantity and will share individuals who fit the brief and have a credible reason to explore the role.

    The number depends on the role and the market. If the candidate pool is narrow, we tell you early rather than pad the pipeline.

  • Plus10 works alongside your internal Talent Acquisition team. We agree on ownership at kickoff. Plus10 then takes responsibility for the external search.

    We accommodate per your ATS and channels of communication needs. Your team keeps visibility throughout the process. You retain control of the hiring decision.

  • We need a focused intake at the start. Timely feedback after interviews keeps the search moving.

    After that, we own the work between decisions. Hiring managers spend their time on the conversations that require their judgment.

  • Timing depends on the role and the market. Some searches move quickly. Others need more time when the candidate pool is narrow or the mandate is specialized.

    We set realistic expectations after intake. We update them as the search develops. We do not trade relevance for speed.

  • Plus10 works on a 100% contingency basis. Our standard fee for permanent hires is 20% of first-year base salary.

    You pay only when a candidate we introduce starts. There is no upfront retainer or exclusivity requirement. We also provide a Right-Fit Replacement Guarantee.

Give us the hard role.

If a role has been open too long, attracting the wrong profiles, or demands a level of judgment a job board cannot reveal, let’s talk.

Start a search