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.
Where to start
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