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Senior recruiting help, built around how you're hiring. Need one critical hire? Run a success-based search and pay only when you hire. Building a team? Add fractional or embedded recruiting capacity without adding permanent recruiting headcount.
No resume dumps. No junior recruiter handoffs. Clear terms before the search begins.
One important hire, a stretch of steady hiring, or a full hiring operation — the same senior recruiters, scoped to the work in front of you.
One important role, run end to end by a senior recruiter — from calibration through accepted offer. No upfront recruiting fee. You pay a placement fee only when you hire someone Masarna introduced.
An experienced recruiter working alongside your team each week, without adding permanent recruiting headcount. Best when several roles are active or hiring is steady but variable.
A dedicated recruiter — or a pod — operating as part of your internal recruiting function. They join your standups, own your ATS, and run every open role. Best for sustained hiring volume.
You have one important role — or several — open and no internal recruiter.
Your founder or hiring managers are spending 5+ hours a week sourcing, screening, or chasing feedback.
Resumes are arriving without context, calibration, or a recommendation.
Your ATS has candidates, but no one is moving the process forward.
You need screened shortlists, not raw LinkedIn profiles.
You are not ready to hire a $120K–$180K in-house recruiter.
We clarify the role, must-have skills, compensation range, hiring manager expectations, target companies, and candidate tradeoffs before sourcing begins.
We map relevant titles, adjacent titles, target companies, talent pools, and sourcing channels so the search is not limited to one obvious keyword.
Your Masarna recruiter identifies, contacts, and follows up with qualified candidates using messaging aligned to your company and role.
Candidates are screened against the scorecard, then delivered with strengths, gaps, compensation notes, motivation, and next-step recommendations.
We manage interview movement, feedback follow-up, candidate communication, and progress updates — whether it's one critical hire or an ongoing hiring plan.
Role: Senior Backend Engineer Sourced: 42 Replied: 11 Screened: 6 Shortlisted: 3 Blocked: Compensation range is below current market Decision needed: Approve revised target profile and outreach angle
Every candidate is evaluated against the actual role and company context — stage, scope, and the tradeoffs your hiring manager actually cares about — not keywords.
See how Masarna works →You work directly with an experienced recruiter from intake through offer. The person who calibrates the role is the person who walks candidates to a signed acceptance.
About Masarna →Start with a single search, then move into fractional or embedded recruiting when hiring volume increases. The same recruiter carries over — no restart, no re-onboarding.
Compare the models →Masarna is best for roles where the search requires calibration, outreach, and human judgment — not just applicants.
Founding Engineer, Full Stack Engineer, Backend Engineer, Frontend Engineer, Infrastructure Engineer, Product Manager, Engineering Manager
Startup recruiting →AI Engineer, ML Engineer, Data Engineer, Data Scientist, Analytics Engineer
AI recruiting →Account Executive, SDR, Customer Success Manager, RevOps, Sales Leader, Partnerships
GTM recruiting →If your role sits outside these categories, Masarna starts by mapping the role, adjacent titles, market, and search strategy before sourcing begins.
Put a senior recruiter on the search from role calibration through accepted offer — with no upfront recruiting fee and nothing owed unless you hire a candidate we introduced.
Discuss a search →For one or a few important hires
For several active roles or recurring hiring
For sustained hiring volume
Engagements are scoped to role complexity, hiring volume, and the recruiter capacity required. Terms are agreed in writing before a search begins.
A practical 12-point hiring audit for founders and operators who need to find the real bottleneck in their recruiting process before it costs them candidates, time, and growth.
Read the guide →Tell us what's open. We'll recommend a success-based search, fractional capacity, or an embedded recruiter — and introduce the person who would run it.
25 minutes · Speak directly with a senior recruiter