Question 1

What services does Rheaction offer?

Accepted Answer

We specialize in recruiting top-tier talent for venture-backed startups across technical, product, design, sales, marketing, and executive roles. Our services include executive search, technical recruiting, product & design hiring, sales & marketing recruitment, and startup advisory. We focus on high-growth companies in San Francisco, Denver, and New York markets.

Question 2

How does your recruitment process work?

Accepted Answer

Our process begins with a customized discovery call where we research your company, career page, and public job postings. We then present at least one tailored candidate profile that matches your specific needs. Unlike traditional agencies that send generic resumes, we take time to understand your culture, technical requirements, and growth stage to find candidates who will truly thrive in your environment.

Question 3

What makes Rheaction different from other recruiting agencies?

Accepted Answer

We focus on quality over volume. Instead of flooding you with resumes, we conduct deep research on each company before our discovery call, present customized candidate profiles (including portfolios for design/product roles), and prioritize cultural fit alongside technical skills. Our team has deep expertise in the startup ecosystem and understands the unique challenges of early-stage hiring.

Question 4

Do you offer any guarantees?

Accepted Answer

Yes, we stand behind our placements. If a candidate doesn't work out within the first 90 days, we'll replace them at no additional cost. We're committed to finding the right long-term fit for your team, not just filling a seat.

Question 5

How do you charge for your services?

Accepted Answer

We work on both a contingency and a retained basis, depending on the search. For most first engagements and well-defined roles, we use a contingency model — you pay only when we successfully place a candidate. Our contingency fee is 20–25% of the candidate's first-year base salary, due 30 days after the start date, with a 90-day replacement guarantee. For senior, strategic, or confidential searches — where we work exclusively on your role and reach candidates who aren't actively on the job market — we recommend a retained engagement. Retained fees are 25–30% of first-year base salary, structured in three milestone payments. We'll recommend the right model for your situation in our first conversation.

Question 6

What is a retained search, and when does it make sense?

Accepted Answer

A retained search means you pay a portion of our fee upfront to secure Rheaction's exclusive focus on your search. In return, we dedicate our full attention to your role — not splitting time across multiple contingency searches — and we actively pursue passive candidates who aren't applying anywhere. Retained is the right model for senior roles (Creative Director, VP, C-level), confidential searches, or any situation where you need the best candidate, not just the fastest available one. The upfront payment also signals to the market that your company is serious about the hire, which matters when you're trying to attract people who are already well-employed.

Question 7

Do you offer discounts for multiple hires?

Accepted Answer

Yes. For companies with ongoing hiring needs or multiple open roles, we can structure a volume arrangement that provides better value. Let's discuss your hiring roadmap during our discovery call.

Question 8

How long does it typically take to fill a position?

Accepted Answer

Timeline varies based on role complexity and seniority. For mid-level technical roles, expect 3-4 weeks from kickoff to offer acceptance. Senior and executive roles typically take 6-8 weeks. We prioritize quality over speed, but we move quickly when we find the right candidate.

Question 9

Which locations do you serve?

Accepted Answer

We focus on three major startup hubs: San Francisco Bay Area, Denver metro area, and New York City. These markets represent the majority of venture-backed startup activity in the United States. We have deep networks and market knowledge in each location.

Question 10

Do you work with remote companies?

Accepted Answer

Yes! Many of our clients have distributed teams. We can recruit talent in any of our three primary markets (SF, Denver, NYC) for remote positions. Additionally, we have an extensive network across Latin America, particularly in Brazil, for companies hiring globally remote talent. We're also experienced in helping companies navigate remote hiring best practices and international team building.

Question 11

How do you source candidates?

Accepted Answer

We use a multi-channel approach: direct outreach to passive candidates, our proprietary network built over years in the startup ecosystem, referrals from founders and executives we've worked with, and targeted advertising for active job seekers. We focus on quality sourcing, not just posting on job boards.

Question 12

Do you vet candidates before presenting them?

Accepted Answer

Absolutely. Every candidate goes through our screening process including technical and portfolio reviews (for design/product roles), cultural fit evaluation, reference checks, and compensation alignment. We only present candidates we're confident will succeed in your environment.

Question 13

What if we're an early-stage startup with limited resources?

Accepted Answer

We love working with early-stage startups! We understand the unique constraints of pre-seed and seed-stage companies. Our contingency model means no upfront costs, and we can advise on equity compensation, hiring strategy, and building your employer brand. Your first few hires are critical—we're here to help you get them right.

Question 14

How do I get started with Rheaction?

Accepted Answer

Simply book a discovery call using the button below or contact us directly. We'll discuss your hiring needs, company stage, and timeline. There's no obligation—we're happy to provide advice even if you're not ready to hire immediately.

Question 15

What information should I prepare for our first call?

Accepted Answer

Come prepared to discuss: the role(s) you're hiring for, your ideal candidate profile (skills, experience, cultural traits), your timeline and urgency, your compensation range and equity offering, and any previous hiring challenges you've faced. The more context you provide, the better we can help.

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