Offerings

How We Build Teams That Scale

End-to-end recruiting for startups, from sourcing top technical talent to building the hiring engine that grows with your company.

 

Retained
Search

A pay-for-performance model designed for speed and precision. We deliver high-quality candidates quickly for important roles - without wasting your engineering team's time.

What you get:

  • Domain-specific sourcing for AI and deep-tech roles

  • Focused on capability and role fit, not volume

  • Designed to accelerate talent acquisition without burning engineering bandwidth

Best for:

Individual hires at early-stage companies with urgent timelines

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Executive
Search

A customized, relationship-driven search for senior technical and business leaders. Built for early-stage startups looking for executives who can advance culture, strategy, and long-term technical vision.

What you get:

  • Data-informed, discreet proces

  • Market intelligence and compensation benchmarking

  • Focused on lasting impact, not just headcount

Best for:

CTO, VP Engineering, and other senior-level hires for early-stage companies.

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Start Hiring

Fractional Head of Talent

You don't need a full-time Head of Talent yet. We embed as your recruiting partner - building strategy, running searches, designing process, and managing offers - without the overhead of a full-time hire.

What you get:

  • Embedded talent partner working directly with your founders and technical leads

  • Recruiting strategy, process design, and active search: all in one engagement

  • Candidate pipeline, interview calibration, and offer strategy

Best for:

Early-stage companies preparing for their first hiring sprint, or teams that need recruiting leadership that scales as business needs evolve.

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Start Hiring

The Silicon Hills Approach

  • Step 1: Engage

    We start with a focused conversation about your company, your product, and the specific technical constraints of the role. We're qualifying the engagement as much as you are, as we take on fewer searches so we can do each one well.

  • Step 2: Kickoff & Deep Intake

    We maintain live talent maps across key technical domains, so outreach goes to a curated list of passive candidates with relevant domain background, not a broad LinkedIn blast.

  • Step 3: Targeted Sourcing & Outreach

    We map the candidate landscape before sending a single message. Outreach goes to a curated list of passive candidates with relevant domain background, not a broad LinkedIn blast.

  • Step 4: Shortlist & Close

    You receive a shortlist of vetted candidates with technical context for each. We run structured interview support, calibrate feedback loops, and stay active through offer and close.