Their partnership, accuracy, and flexibility meet our needs … They have consistently demonstrated great flexibility in understanding and promptly meeting our demands.
By company stage
Hiring for
hyper-scale
The bar holds
Volume is the moment most teams start hiring worse. It does not have to be.
Real seniority
Senior ICs who have shipped at your stage, not just at your size.
First leaders
The VP or Head of hire that decides how the next thirty people are hired.
More than one country
As the team spreads, employment stays compliant in each market.
Proof at scale
Hiring at volume, without the quality falling off.
- professionals placed
- 800+
- professionals placed
- avg tenure
- 2.5y
- avg tenure
- LATAM countries
- 20
- LATAM countries
- clients hire again
- 96%
- clients hire again
The hard part at this stage
The hiring bar that got you to twenty people quietly stops holding somewhere around sixty.
The growth-stage problem
The same bar at ten times the volume
Growth breaks hiring because the founders stop being in every loop. We keep the screen identical as volume rises, and report the pass rate per stage so you can see the bar holding rather than hope it is.
The first leadership hires
The VP or Head who will hire the next thirty people. Wrong at this seat, and the next year of hiring is wrong with it.
More than one country
As the team spreads, employment has to stay compliant in each market without four separate processes.
The same role priced across countries
Before you open a search we put the fully loaded cost of that role in each candidate country side by side, so headcount planning is a comparison, not a hunch about where talent is cheaper.
What we recommend at this stage
Four ways to build the team you are becoming
Growth is where a one-off hire becomes a team with its own shape. These are the models that survive that transition.
What changes at this stage
What breaks between twenty and two hundred
Process, not ceremony
Enough structure to hire consistently, not enough to slow you down.
Retention starts mattering
At this size a bad hire costs a quarter. Average tenure on our placements is 2.5 years.
Calibrated to your stage
Someone great at a 5,000-person company is often wrong for a 90-person one.
Cost you can plan
Salary bands per country and per seniority, before you open the search.
Testimonials
Teams that hired with us
They got to the core of the business, which helped us make a faster and more assertive decision. Impressive!
Combine truly has a process. They have KPI's and they bring ideas to the table to show what they are doing. That was also something interesting to see for sure.
Next step
Pick a slot.We size the next thirty hires.
45-min discovery. You leave with salary bands by country and seniority, and the hiring plan that fits your next two quarters.
Not sure yet? Let us call you
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