Superposition for Seed-Stage Startups
Hire 3-10 people without hiring a recruiter first.
The seed-stage hiring trap
- Retained recruiters.
- LinkedIn Recruiter seats.
- Keyword-matched resumes.
- Templated InMails.
You raised a seed round. You need engineers, a designer, maybe a first GTM hire. You know you should be shipping — instead, you're spending half your week on LinkedIn Recruiter.
Hiring a recruiter means adding overhead before you have the revenue to support it. Retained search means 25-30% of salary burned on candidates that may not even close.
You need sourcing that multiplies your capacity without adding a hire to the team.
How Superposition works for seed-stage
Parallel open reqs
Run agents in parallel across engineering, design, and GTM. Each one operates independently — you review curated shortlists.
No recruiter hire required
You get the output of a sourcing team without the burn rate of hiring one.
Stage-matched candidates
Our agent understands the difference between a 10-person seed team and a 50-person Series B — and sources accordingly.
Flat-rate, success-based
$500/agent/month plus success fee on placement. Zero risk if we don't deliver.
Questions.
Answered.
Traditional recruiters charge 20–30% of first-year salary and run a generic search across multiple clients at once. Our agent goes deep on just your company — researching thousands of candidates and bringing back people who are specifically a fit, not just generically good.
$500 per agent per month operational, plus a 15% success fee on first-year base salary only — not equity, not bonus. No retainer, no upfront commitment, no percentage-of-OTE gotchas.
Most searches produce a curated shortlist within 2–3 weeks. Signed offers range from 5 to 12 weeks end-to-end, depending on role seniority and your interview cadence.
We offer a 90-day replacement guarantee. If they leave for any reason within 90 days, we re-run the search at no additional cost.
There's an initial voice intake — usually 30–45 minutes — where the agent learns your company, values, and the specific shape of who you're hiring. After that, you review curated candidates as they come in. No daily standups.
Superposition for Founders
You should be building your company, not reading resumes.
Superposition for Talent Leads
Multiply your sourcing capacity without multiplying your headcount.
Superposition for Technical Cofounders
You should be in the codebase, not LinkedIn Recruiter.
Scale hiring without scaling headcount.
Get the output of a sourcing team for the price of a software subscription.