Hiring in the US, when nobody good is applying.
We work US mandates for venture-backed and deep-tech teams — the roles where the pool is small, the right person is employed somewhere good, and applications have stopped producing anyone worth interviewing.
of the people we place were not applying when we found them
median from signed brief to a vetted shortlist
of first-year salary, invoiced on the joining date
replacement guarantee — and no fee if they never join
KiwiTechDigital product engineering for startups
BotsyncAutonomous mobile robots for factories
SkechersGlobal footwear brand
NoventiqDigital transformation & cybersecurity
OriginAutonomous construction robotics
FlentisContingent-workforce VMS platform
UNBOXROBOTICSUnbox RoboticsAI-powered parcel-sorting robotics
ManudataRobot-training data from live factory lines
J.CrewAmerican apparel retailer
Hola PrimeGlobal prop-trading firm
OpusingGlobal staffing & workforce solutions
Stefanini GroupGlobal IT services & consulting
Logic PlanetIT staffing & consultingRootStAffRootStaffExecutive search & recruitment
PSAG TechnologiesSAP consulting & IT servicesThree things that decide a search in the United States.
US contingency recruitment typically runs 20–25% of first-year salary, and retained search 25–35% paid whether or not it closes. We charge 8.33%, invoiced on the joining date, non-exclusive. On a $200,000 role that is the difference between a $50,000 fee and a $16,660 one.
A contingency recruiter carrying the risk works the searches most likely to close, so a genuinely hard role competes with easier ones on the same desk. Every role we take is worked by a specialist chosen because they have filled that exact seat, and the agents run the reach regardless of how hard it is.
A US company hiring in its own market, hiring into India, or standing up a new engineering site elsewhere is one contract and one invoice with us. That is unusual — most US agencies cannot work an India build-out, and most Indian agencies cannot work a US requisition.
The roles that are already stuck.
Engineering across backend, platform, infrastructure and security; AI and machine learning, including applied scientists and MLOps; robotics, perception and embedded; forward deployed engineering; GTM and sales; and engineering leadership including confidential backfills.
Where we stand in this market: Our US book is newer than our Indian one and concentrated in venture-backed and deep-tech teams. If you need forty contract engineers onsite next month, a large staffing firm will serve you better and we will say so.
Frequently asked questions
Contingency recruitment typically runs 20–25% of the hired candidate’s first-year salary, payable only on a hire. Retained executive search runs 25–35%, paid in instalments whether or not the search closes. Contract staffing is billed as an hourly markup, commonly 40–70% over the contractor’s rate. 100Networks charges 8.33% of first-year salary, invoiced on the day the person joins.
Yes. US mandates are worked by specialist recruiters in that market, with the same six agents handling sourcing, calling, outreach, screening and scheduling behind them. We are also frequently engaged by US companies building engineering teams in India or APAC, which runs on the same contract.
Neither exactly. We are a recruitment marketplace: your role goes to specialist recruiters across many independent firms rather than to one agency desk, under a single contract and a single invoice. We sell placements rather than software, and the fee is contingent on someone actually joining.
Median six days from a signed brief to a vetted shortlist across all roles closed to date. Each candidate arrives with an interview recording, a score against your rubric and a written case explaining why they are on the list, with compensation and notice already confirmed.
Make hiring the thing you’re good at.
Seed, Series A to D, or enterprise — send us one hard role. We'll match it the same day, and you'll meet a shortlist in days. Pay only when they join.