Talent Acquisition, executive or co-founder level search
Get elite-level leadership and top talent without wasting months on the wrong candidates. Our network is built exclusively for early-stage companies, giving you access to leaders and specialists who know how to thrive in fast-growth environments.
Every recommendation is specific to your stage, culture, and goals.
What You Get:
• Fill founder, C-suite, and senior roles with the right mix of skills, experience, and cultural fit
• Proactive talent pipelining so you’re ready to hire before the need becomes
urgent
• Access to our exclusive early-stage talent community
• Growth Readiness Diagnostic to evaluate and design the right growth plan for your stage
• End-to-end search: role design, sourcing, screening, assessments, and offer
negotiation
• Onboarding programs that ramp hires fast and embed them in your culture from day one
Why It Matters:
Every early-stage hire is critical. The wrong fit costs you time, money, and momentum you can’t afford to lose. With Loud & Brilliant, you’ll hire right the first time and see your new leaders deliver impact from day one.
FAQs
How is Loud & Brilliant different from traditional recruiters?
Traditional recruiters push résumés. We build pipelines. Our focus is exclusively on early-stage companies, which means we understand the chaos, speed, and stakes you’re working with. Every recommendation is tailored to your stage, culture, and growth plan, so you hire leaders who thrive in your exact environment, not just on paper.
What kinds of roles do you specialize in?
We cover founder, C-suite, and senior leadership positions, along with specialists critical to scaling early. Whether you need a COO who can bring order to growth, a Head of Product who can ship fast without breaking quality, or a finance lead who can handle investor scrutiny, we’ve placed it.
What if I don’t need to hire right now?
That’s the best time to start. We design proactive talent pipelines and use our Growth Readiness Diagnostic to identify where your next gaps will be. That way, when the moment comes, you’re not scrambling, you already have vetted candidates and a hiring plan in motion.
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