Ben hires the engineers. Nhat hires the GTM. Both work inside the same agentic talent system that built Chosen — so the candidates show up faster, and they show up qualified.
No retention specialist. No account manager. The recruiter who sources your candidates is the same person who runs your weekly sync.
Backend, ML/AI, infra, data, founding engineers, robotics. Ben evaluates engineers as engineers — not as a stack of keywords.
Multidisciplinary engineer with a data-science background. He's shipped production systems, built ML pipelines, and sat on both sides of the hiring table. He'll talk to your candidates the way your CTO would.
Book a call with BenFounding AEs, growth marketing, demand gen, RevOps, customer success leads, chiefs of staff. The roles that determine whether your engineering output ever turns into revenue.
Former Chief of Staff who lived the recruiting marathon — scheduling, screening, calibration, the whole thing. She has a sharp instinct for the hires that move a startup from product-market-fit to repeatable revenue.
Book a call with NhatWe move at the speed of your hiring need — because the agentic system underneath us doesn't sleep, ghost, or take vacations.
30 minutes with Ben or Nhat. We get the role, the bar, the must-haves, the deal-breakers, and the parts of the job description you didn't write down.
Our Sourcing Agent scans the open web for matching profiles. Match scoring runs against your specific criteria. Outreach drafts come back the same week — with the candidates pre-evaluated, not just pre-listed.
Ben or Nhat personally reviews every shortlist. The agent finds 200 — we send you the ten worth your time. We're the filter, not just the funnel.
First interviews land in your calendar within seven days of intake. Most placements close in weeks. We stay in your loop until the offer is signed.
Most agencies run on a database, a few LinkedIn licenses, and a lot of grit. We run on the same agentic talent system we ship as software — sourcing agents that scan the open web, claim-by-claim match scoring, scheduling automation, semantic search across every candidate we've ever talked to. That's the moat. The agents do the legwork. We do the judgment.
We don't pretend to recruit for everything. We recruit for the roles where a fast-growing startup either compounds or stalls.
First sellers and the growth-marketing leads who build the demand engine. The first 1-3 hires that decide whether the GTM motion is repeatable.
Finance leads, revenue ops, customer success leads, chiefs of staff. The operators that make the rest of the org legible — books that close, pipeline visibility, retention systems, executive leverage.
Distributed systems, platform engineering, cloud infrastructure, databases, observability. The people who keep your product upright under load.
Applied ML, LLM integration, retrieval, evals, agent infrastructure. The hires that turn "we should add AI" into shipped product.
Generalists who can ship across the stack, set the engineering bar, and recruit the next five hires after themselves.
Data engineers, analytics engineers, ML scientists. The hires that turn raw events into the answers your board wants tomorrow.
We earn on outcomes — 12% on every hire that closes. Your first placement also comes with a full year of our product, bundled in.
Book a 30-minute intake call with Ben or Nhat. Bring the role. We'll bring the shortlist.
