Hire a Staff Engineer
The force multiplier your engineering team needs.
Staff engineers don't apply to jobs
- Retained recruiters.
- LinkedIn Recruiter seats.
- Keyword-matched resumes.
- Templated InMails.
Staff engineers are the senior technical leaders who set architecture direction, mentor other engineers, and make the decisions that compound over years. They're not applying on job boards — they're being courted through networks you probably don't have access to.
Traditional recruiters struggle here because they can't evaluate technical depth. They'll send you senior engineers who've been promoted by tenure, not by impact. The difference between a senior and a true staff engineer is the difference between someone who writes good code and someone who makes the whole team write better code.
At the startup stage, a staff engineer is often your most leveraged hire. They bring the technical judgment that prevents costly rewrites and the mentorship that levels up your junior engineers.
How Superposition finds your staff engineer
Signal over title
We look for impact, not job titles. Open source leadership, architectural blog posts, and real shipping history tell us more than a LinkedIn headline.
Technical taste in matching
Our voice intake captures the specific technical challenges you need help with, so we match on domain relevance — not just years of experience.
Reach passive candidates
Personalized outreach that references their actual work and explains the specific technical problems they'd get to solve.
Fast, flat-rate pricing
No percentage-of-salary fees. Get curated staff engineer candidates for $500/agent/month.
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 staff engineer.
Get access to senior technical talent that traditional recruiters can't reach.