The hiring plan investors will actually ask for.
Complex tech roadmaps need specific expertise, not generic hires. We map exactly who your product and growth strategy requires. Then we help you find and hire them full-time, part-time or on freelance, project-based basis.
Every raise comes back to the same question
Investors don't just want headcount numbers in your deck. For companies, that means naming the exact expertise your hiring plan requires, role by role and most founders build that plan the week before the pitch.
Without a hiring plan
A rough headcount guess, not tied to milestones
No plan for industry-specific roles, or how to hire them
A plan assembled the night before the pitch
Weak answers when diligence gets specific
With a hiring plan
A prioritized, role-by-role hiring plan
The exact expertise your hiring plan requires, plus how to hire it
Ready months ahead of your first investor call
Backed by a real search & execution process, not guesswork
How it works
Five connected stages, start to first payslip. Run any one on its own, or chain them together. You pay for completed stages only.
Hiring Plan Diagnostic
A role-by-role hiring decision report: who to hire, why, how many hours, and an indicative salary/budget range for each role.
Talent Outreach
We reach out directly to the specific industry expertise your hiring plan requires, with a role brief, outreach campaign and interview framework built around it.
Interview as a Service
Structured, expert-led interviews that go beyond a CV screen: technical depth, hiring-plan fit, and delivery under real industry specifid constraints.
Employment Contracts
Compliant, locally-correct employment agreements for the market you're hiring in, whichever engagement mode you chose.
Payroll
Ongoing multi-country payroll runs once your hire is in place, so you can scale the team without scaling your back office.
Run all five as Hiring Plan, one connected service, start to first payslip.
What's inside your free Hiring Plan Diagnostic
Built to answer the question investors ask, and to give you a confident starting point either way.
Which role(s) to hire first, based on your actual bottlenecks not generic org-chart advice.
How many hours or FTE-equivalent, each role really needs right now.
An indicative, fully-loaded budget range, per hire, by market.
A recommended hiring sequence and timing, aligned with your runway.
Your best-fit engagement mode, freelance, project-based, part-time or full-time.
A format built to drop into your deck, the Use of Funds or Team slide, or your data room.
Simple, stage-by-stage pricing
Pay only for what you use. Run one stage or the complete hiring plan.
1 · Hiring Plan Diagnostic
Your role-by-role hiring decision report.
Special offer, no commitment
2 · Talent Outreach
Role brief, outreach campaign, interview framework.
Just €500 if you've already run the Diagnostic, credit applied automatically
3 · Interview as a Service
Structured interviews, top 3-5 candidates delivered.
4-5 · Employment Contracts & Payroll
Compliant contracts and ongoing multi-country payroll.
What's protected
Fair risk allocation on both sides.
No hire, no extra charge
If the shortlist is delivered but nobody is hired, you've paid only for the Diagnostic and Talent Outreach stages completed, nothing more.
Offer withdrawn before start
One replacement search at no extra charge for the Outreach or Interview stages already completed.
Leaves during probation
60–90 day replacement credit, provided invoices were paid on time and the role didn't materially change.
Used by teams preparing for Pre-Seed through Series B raises
Every role recommendation draws on RESEARCHPRENEURS' 3,000+ expert network across 20+ industry sectors, industry-specific org-chart template. Our network is verified, scouting starts immediately: no cold search from zero.
We had three investor calls booked and no proper breakdowns on who are you hiring next. The Diagnostic gave us a role-by-role plan in a day. It went straight into our Use of Funds slide and nobody questioned it in diligence.
We were about to make a senior ML hire that, it turned out, wasn't even our bottleneck. The plan reordered our next three hires and added a fractional role we hadn't considered, probably saving us two months of runway.
Two business days, it was actually reflected our product plan and regulatory stage. That alone made it worth doing before we even looked at the paid stages.
