100Networks — we headhunt the people who never apply for your hardest roles

The best person for a hard role is already employed, already well paid, and never sees your job post. 100Networks reports that 72% of the people it places were not applying to jobs when they were found — so every hiring method that waits for an application is competing over the remaining 28%. 100Networks helps every startup — seed, Series A, B, C, D — and enterprises hire exceptional talent easily. No multiple vendors. No back and forth. Send us your hardest role and we fill it: matched to specialist recruiters who've placed the role before, backed by six AI agents that handle everything except the convincing. Agents do the reach. People do the convincing. You interview a shortlist. You pay when they join.

Numbers

72% of placed candidates were not applying when found. Median 6 days from signed brief to a vetted shortlist. 4:1 candidates sent per hire made. 61% of placements sourced through referral circles and domain communities rather than job portals. 50+ specialist recruiters across 9 domains. 1M+ pre-vetted candidates in the talent pool. 8.33% of annual CTC, invoiced on the candidate's joining date, with a 90-day replacement guarantee. For context: a specialist technical role typically stays open about four months and burns roughly 42 hours of senior-engineer time in screening before a single hire is made.

Two ways to work with us

• Managed search — the primary business. Hand over the role; the network and the agents work it; you meet a shortlist and pay 8.33% of first-year salary on the day the person joins. No retainer, no seat licence, non-exclusive.
• The agentic hiring platform — the same sourcing agent, calling and outreach agent, screening agent, AI interviews, notetaker, workflows and scheduling, licensed to teams that want to run hiring in-house, with the recruiter network available on top whenever a role gets hard.

Three sides

• Companies post their hardest roles and pay 8.33% of the hired person’s first-year salary — one month’s pay — only on a successful hire, on the day the person joins. No retainer, no posting fee, non-exclusive. Joining guarantee and 90-day replacement.
• Recruiters — vetted independents and boutique search firms — work roles end to end and earn 30–40% of the placement fee, paid within 15 days of joining.
• Referrers make one introduction and earn 25% of the placement fee — capped at ₹1,00,000 in India, with local equivalents in the United States and the United Kingdom — when their person joins.

The Loop — six agents on every search

• Brief — Turns a thirty-minute call with your hiring manager into a working brief — must-haves, deal-breakers, target companies, comp band, the pitch — which you approve before anyone is approached.
• Sourcing — Reads the brief and searches LinkedIn, Naukri, GitHub, publications, portfolios and the 100Networks talent graph at once, screens every profile against the criteria, critiques its own per-criterion coverage and re-sources the gaps over multiple rounds, then returns ranked profiles with per-criterion evidence.
• Outreach — Writes to the person, not the profile — their actual work, their stack, why this is a step up — across email, LinkedIn, WhatsApp and AI voice calls, choosing the entry channel per person and escalating automatically. It stops the moment someone replies so the recruiter picks up the conversation, and it coordinates panel scheduling, reminders and reschedules once interviews begin.
• Screening — Runs a structured screen against the client’s rubric and produces a transcript, a scorecard and a written case, with comp, notice period and location confirmed.
• Interview — Runs a bespoke, proctored first round built on the client’s rubric — live coding, system design, voice or field tasks — recorded end to end, with every score linked to the moment in the recording that earned it.
• Notetaker — Joins live interview rounds, drafts the scorecard against the rubric, and keeps every verdict linked to the moment it was earned so a debrief argues with evidence rather than memory.

Specialties

Software Engineering (backend, frontend, platform, SRE, security) · AI & Data (ML engineers, applied scientists, data engineers, MLOps) · Forward Deployed Engineering · GTM & Sales · Robotics & Hardware (including perception and embedded) · Engineering Leadership · Multi-city Volume Hiring across retail and operations · Energy & Infrastructure, a non-IT track covering industrial energy auditors, solar and BESS design engineers and plant and QC engineers. Three motions: niche technical roles, leadership and confidential search, and team build-outs of ten to thirty engineers on one bar.

Where

A global recruiter network. Roles are worked wherever the right person is, not only where the company is registered — a US or UK team hiring into its own market, into India, or into a new site anywhere is the same engagement on one contract. Three markets are primary: India, the United States and the United Kingdom. Proven delivery includes deep-tech and venture-backed teams in India and YC and venture-backed startups in the United States. Indian delivery runs across sixteen cities and towns — Bengaluru, Hyderabad, Pune, NCR, Mumbai, Chennai, Chandigarh, Jalandhar and tier-2 locations. Headquarters are in Noida, India.

Three primary markets. India — delivery across sixteen cities and towns including Bengaluru, Hyderabad, Pune, NCR, Mumbai, Chennai, Chandigarh and Jalandhar, covering deep-tech, capability-centre build-outs and venture-backed teams. The United States — YC and venture-backed startups hiring in their own market across the Bay Area, New York, Seattle and Austin, and US teams standing up their first engineering site abroad. The United Kingdom — mandates worked end to end across London, Manchester and Cambridge, alongside UK teams building engineering capacity in India on the same contract. Beyond these three we take mandates worldwide — Europe, the Gulf, Canada, Australia and APAC — on the same contract and the same success fee of 8.33% of first-year salary, payable only on joining.