Superposition for Talent Leads
Multiply your sourcing capacity without multiplying your headcount.
You're drowning in open reqs
- Retained recruiters.
- LinkedIn Recruiter seats.
- Keyword-matched resumes.
- Templated InMails.
As a talent lead at a growing startup, you're juggling 10-15 open roles across engineering, product, and design. You're spending your days on LinkedIn Recruiter, writing InMails that get 5% response rates, and coordinating across hiring managers who all think their role is the most urgent.
You know the best candidates aren't on LinkedIn — or if they are, they've turned off recruiter messages. Your sourcing tools show you the same recycled candidate pools as everyone else. Meanwhile, your hiring managers keep asking for "someone like the last great hire" without being able to articulate what made that person great.
You need a sourcing engine that scales with your open reqs, not one that requires more of your time for every new role.
How Superposition multiplies your capacity
Run parallel searches
Spin up an agent for each open role. Each one operates independently — researching, sourcing, and reaching out simultaneously.
Better intake, better candidates
Our voice agent conducts hiring manager intake calls that surface the real requirements — not just the job description, but the values and working style that matter.
Sources beyond your tools
Open source profiles, personal sites, technical blogs, conference talks. We find candidates your existing tools can't reach.
You stay in control
Review curated shortlists, adjust criteria, and focus your time on candidate evaluation instead of sourcing grunt work.
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.
Scale your sourcing.
Run parallel AI-powered searches across all your open roles.