Hire a Founding Product Manager
An operator who owns roadmap, research, and launches — not a process manager.
Most PM candidates are the wrong shape for early-stage
- Retained recruiters.
- LinkedIn Recruiter seats.
- Keyword-matched resumes.
- Templated InMails.
PMs from big companies are trained to run rituals — grooming, stand-ups, quarterly planning. They rely on the researchers, designers, and analysts around them. Drop them into a 5-person startup and they stall.
What you need is a PM who will talk to customers on Monday, write the spec on Tuesday, test the prototype with your designer on Wednesday, and QA the launch on Friday. That's a different job.
The best early-stage PMs often come from adjacent roles — former founders, engineers who moved into product, design-minded operators. Recruiters filtering by 'PM title + years of experience' miss them entirely.
How Superposition finds your founding PM
Operator signal, not title signal
We look at shipping history, customer-interview output, and evidence of ownership — not just the word 'PM' on a resume.
Adjacent-role sourcing
Former founders, engineers-turned-PMs, and design-minded operators often outperform career PMs at this stage. We surface them.
Intake that reveals the real ask
Our voice agent separates 'need a PM' from 'need a scoping partner who will own GTM' — they require very different people.
Only high-signal matches reach you
No firehose of PMs with shiny titles. Just candidates who can actually operate at your stage.
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 founding PM.
Stop getting sent process managers. Get an operator who ships.