The hiring roadmap investors will actually ask for.
Complex tech roadmaps need specific expertise, not generic hires. Hiring Roadmap maps exactly who your product and growth plans need — then finds and hires them, freelance, project-based, part-time or full-time.
Every raise comes back to the same question
Investors don't just want a headcount number in your deck. For deep tech, that means naming the exact expertise your roadmap needs, role by role — and most founders build that plan the week before the pitch.
Without a hiring roadmap
A rough headcount guess, not tied to milestones
No plan for deep-tech-specific roles, or how to hire them
A plan assembled the night before the pitch
Weak answers when diligence gets specific
With Hiring Roadmap
A prioritized, role-by-role hiring roadmap
The exact expertise your roadmap needs, 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 Roadmap 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 deep-tech expertise your roadmap needs, 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, roadmap fit, and delivery under real deep-tech 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 Roadmap, one connected service, start to first payslip.
What's inside your free Hiring Roadmap Diagnostic
Built to answer the question investors ask, and to give you a confident starting point either way.
Which role(s) to hire first, tied to your actual bottleneck — 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, mapped to 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.
A recommended next step, outreach, interview support, both, or neither.
Simple, stage-by-stage pricing
Pay only for what you use. Run one stage, or the whole roadmap.
1 · Hiring Roadmap Diagnostic
Your role-by-role hiring decision report.
2 · Talent Outreach
Role brief, outreach campaign, interview framework.
3 · Interview as a service
Structured interviews, top 3 candidates delivered.
4–5 · Employment contracts & payroll
Compliant contracts and ongoing multi-country payroll.
Timing tip: most founders start their Hiring Roadmap Diagnostic 2–3 months before they begin fundraising, so the roadmap — and ideally the hire itself — is already in motion by the time investor conversations start.
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.
