Introduction: Why the "Old Way" Doesn't Work

In the Pre-seed to Series C world, every hire impacts your burn rate and your culture. Traditional recruiting, throwing resumes at a wall and hoping one sticks, is too slow and too risky for startups.

At Buckhead Recruiting Company, we use a Partnership Model. We don’t work for you; we work withyou. This handbook outlines the roadmap we will take together to find your next key hire.

1. Our Engagement Model

We operate differently from big-box staffing agencies. We prioritize mutual commitment.

While most agencies work on a "contingency" basis, meaning they only work on roles when they have extra time, we dedicate specific resources, premium tools, and headhunting hours to your role from Day 1.

• Priority Focus: Your role isn't just a number in a database; it is an active project with a dedicated search lead.
• Partnership: We align our incentives with yours. We are motivated to find the right fit, not just the fastest placement.

2. The Buckhead Recruiting Blueprint: A 4-Step Process

Phase 1: The Calibration

We don't just want a Job Description; we want the DNA of the role.

• Intake Deep Dive: We discuss your funding stage, your current team gaps, and the "unwritten" requirements (grit, adaptability, remote work discipline).
• Market Reality Check: We provide real-time feedback on your salary bands and equity packages compared to the current market.

Phase 2: The Headhunt

We stop posting and start hunting.

• Targeting Passive Talent: The best candidates aren't applying to job boards; they are currently working for your competitors. We'll go get them.
• The Screen: We vet for technical skills, but more importantly, for startup readiness. (Can they build without a playbook? Can they handle ambiguity?)

Phase 3: The Shortlist

You will not receive 20 resumes. You will receive 3–5 Qualified Profiles.

• The Handoff: Each profile includes our notes on why they fit your specific needs.
• Interview Management: We handle the scheduling and prep candidates before they speak to you, ensuring they understand your company vision.

Phase 4: The Close

This is where deals fall apart unless we manage it.

• Offer Strategy: We help structure the offer (Cash vs. Equity) to ensure acceptance.
• Counter-Offer Defense: We prepare candidates to resign and handle counter-offers from their current employers.

3. The "Risk-Free" Guarantee

We know that hiring for startups carries risk. We help you mitigate that risk.

Our 182-Day (6-Month) Promise:

While the industry standard is typically 60 to 90 days, we stand by our vetting process with a 6-Month Guarantee. We are committed to the long-term success of the placement, ensuring you have peace of mind well after the offer letter is signed.

(Full terms and details provided during our intake consultation)

4. How to Be a Great Hiring Manager

To get the best results from this partnership, we ask for three things:

1. Feedback Speed: Top talent has a shelf life of 5–7 days. If you like a resume, let's book the interview within 24 hours.
2. Radical Transparency: If a candidate isn't a fit, tell us exactly why. The more feedback you give, the sharper our aim becomes.
3. Sell the Vision: In a startup, you aren't just buying labor; you are selling a dream. Be prepared to pitch your vision during the interview.