Hire a Technical Cofounder
Not a hire. A partner who builds the company with you.
A cofounder search is not a recruiting search
- Retained recruiters.
- LinkedIn Recruiter seats.
- Keyword-matched resumes.
- Templated InMails.
Hiring employee #1 and finding a cofounder are different problems with different pools. The people who want to cofound are rarely on the job market — they're building side projects, contributing to open source, or quietly looking for the right mission to join.
Most matchmaking services ship you generic resumes. You end up on coffee chats with people who love your deck but don't want to own anything. You burn months on introductions that go nowhere.
The right cofounder is someone whose technical judgment you trust, who gets the domain, and who wants this problem to be their next 7 years. That's a specificity problem, not a volume problem.
How Superposition finds your cofounder
Taste-driven intake
Our agent pushes on who you actually want to work with daily — values, working style, domain obsessions — not a skill checklist.
Beyond the usual pools
We surface builders from open source, technical writing, and past startup roles — not the 'open to cofounding' LinkedIn filter.
Candid, specific outreach
Messages that explain your actual problem and why it matters — the kind of note a potential cofounder will actually read.
You stay in control
We surface curated people. Chemistry, equity, and the hard conversations stay with you — as they should.
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.
Find your cofounder.
Stop fishing in matchmaking pools. Let us surface builders who want to own this.