Series A SaaS · hiring ownership
Founder-owned pipeline replaced with a senior recruiter inside Greenhouse and Slack. First screened shortlist landed inside the first week after intake; weekly updates made hiring-manager decisions explicit.
Recruiting
Recruiting that a growing company can actually run.
Define who you need, put a hiring process in place, and run the search with a senior recruiter — not a staffing desk and not a software product. Permanent placement, embedded capacity, or fractional talent leadership.
25 minutes · Talk with someone who has done this work
The client situation
Hiring has become a founder’s second job.
Important roles stay open, scorecards remain vague, and the process changes depending on who is in the room. Masarna brings the search expertise, recruiting capacity, or talent leadership needed to make hiring run properly.
Recruiting experience across teams including
Selected engagements
What recruiting ownership changes.
Anonymized examples from startup and growth-company recruiting engagements.
Seed AI company · ML / applied AI seats
Role titles were recalibrated before outreach (research vs. applied). Candidates reached the team with depth notes and compensation signal — not keyword-matched resume dumps.
Growth-stage GTM · AE / SE hiring
An existing talent team needed help on hard-to-fill commercial seats. Stage-fit screening stayed with one recruiter through offer — hiring managers saw qualified finalists, not first-pass filters.
What Masarna does
Choose the recruiting support you need.
Choose the level of recruiting support that fits the company, the role, and the stage of growth.
Success-Based Search
A focused search for one important permanent hire. There is no upfront recruiting fee—you pay when the selected candidate joins.
- Best when
- One important permanent hire
- Commercial model
- 20% of first-year base, due on hire
Embedded Recruiting
Dedicated recruiting capacity working inside your tools, communication rhythm, and hiring process.
- Best when
- Several active roles or ongoing execution
- Commercial model
- From $8,000 per month
Fractional Talent Leadership
Senior recruiting leadership to establish hiring plans, processes, reporting, and team direction without adding a full-time Head of Talent.
- Best when
- Hiring strategy, systems, and team direction
- Commercial model
- Scoped to the mandate
The systems that make better hiring possible.
Strong hiring depends on more than finding candidates. Masarna also helps define what the company needs and how decisions should be made.
Workforce and role planning
Clarify which roles the company needs, when they should be hired, what each person will own, and how the team should evolve as the business grows.
Explore workforce planningHiring-process design
Create clear interview stages, useful scorecards, defined decision rights, and a consistent process candidates and hiring teams can trust.
Explore hiring-process designHow a search runs
Calibrate. Search. Recommend. Stay through the offer.
Calibrate the role
We lock what strong looks like — must-haves, tradeoffs, compensation reality, and hiring-manager expectations — before outreach begins.
Run the search
A senior recruiter sources, screens, and coordinates inside your ATS, Slack, inbox, and calendar.
Deliver a shortlist with a point of view
You see screened people with strengths, gaps, and a recommendation — not a pile of resumes.
Stay through the offer
The same person who calibrated the role stays with the search until the hire is made, or until the engagement’s scope is complete.
Put the right recruiting ownership in place.
One important hire, several active roles, or a hiring function that needs direction — start with the constraint and choose the model that fits.
25 minutes · Talk with someone who has done this work