Done for you · Four seats
The Concierge
For ninety days I run the outreach myself — the research, the named people inside every company you approve, and the messages. Nearly all of it goes from my desk, under my own name.
You show up for the conversations.
Below is the whole method run end to end on one real company, with a live posting and a real hiring manager — so you can judge the work rather than the description of it.
Read this part first
A recruiter's client is the company. They are paid by the employer, and the employer is who they answer to.
Here, the client is you.
No fee reaches me from any employer, ever. There is no job order, no percentage of your salary, and nothing that pays out only if you take a job. You are contracting a retained desk, and my entire obligation runs to you.
And it is why the messages get opened
A founder or a VP who opens a message from an agency recruiter is reading a commercial proposition, and they know what it costs them to say yes. Most of them have a reflex about it.
Nothing I send carries a fee to them. It reads as one professional putting a name in front of another, because that is exactly what it is — and the words “my client” settle the question in the first line, without my ever having to deny anything.
What you are actually buying
Conversations with people who can make or break the decision.
Not documents. Not a list of companies. Not activity reports about messages sent. A scheduled live call with somebody who can create the role, fill it, or hand your name to the person who does — at a company you approved, about work you actually want.
That is the unit this desk produces, it is the only unit worth paying for, and it is the one I can put a number against.
Five of them, inside ninety days.
That is what I hold myself to in writing. More than five is upside — and I would rather commit to a number I can stand behind than forecast one I cannot.
Come in under it and the desk keeps running for up to sixty more days at no additional fee. Not a refund — more work. If I have not produced what I said I would, the answer is that I keep going, not that I hand your money back and we both walk away with nothing.
And here is the seam, because it is the honest part
I can create the conversations. I cannot create the offers. A conversation turning into a formal process means the company has a role, or decides to make one, and commits to running it. I can put you in front of the person who makes that call and give them every reason to say yes. I cannot make them say it, and I will not sell you a number I do not own.
Before anything moves
Most people who do this are still employed.
If you are running a team right now, the risk is not that this fails. It is that somebody notices. So the whole thing is built to be quiet, and that is a design decision rather than a courtesy.
Your profile does not announce anything
No open-to-work badge, no headline rewrite that reads as a signal, no burst of profile edits that broadcasts to your network. If we change anything on your profile, we change it for reasons that hold up whether or not you ever leave.
The cold end is mine, not yours
The messages that go to strangers go from my desk. You are not the one appearing in a founder's inbox unannounced, and you are not the one who looks like they are working an angle if it lands badly.
Nothing goes out that you have not seen
You approve the company list before a single name is worked, and anything sent from your account is text you read first. There is no queue running behind you that you cannot see.
No employer of yours is a target
Not your current one, and not one where a conversation would get back to it. If a company on the list is a real conflict, you say so at intake and it comes off — no discussion needed.
The one place you are visible is the place you already are. Being active in your own industry — commenting on the people building in your field, having conversations with peers — is normal behavior for somebody senior. It is not a resignation letter, and it is the part that does most of the work.
The method, worked end to end
Rather than describe this, here it is on one real company.
I would rather show you the work than describe it. The company is Cohere. The seat is Senior Director, Solutions Architecture — Americas, posted in the United States inside their Revenue organization at $306,000 to $425,000 plus bonus. It is live as I write this, and I have left the links in so you can look at any of it yourself.
Their whole job board is public too: over 140 open roles, Revenue their largest department, and that seat still unfilled. Counting it is the first thing I do at any company, and it is the whole of Step One below.
The person it reports to is a real, named VP. I have left his name off a public page on purpose — what matters about him is below, and I will walk you through the actual profile on a call.
And this is not a company I picked for the story
Cohere sits in my AI Compute Funding Index — 500+ funded companies I track by domain, stage and backer. The frontier labs are their own category in it, and Cohere is one of them. I track every one.
That index is where an Opportunity Map comes from. Your list is not assembled from a search — it is drawn from companies already tracked, already funded, and already hiring, then narrowed to the handful where your background is the actual gap.
Start with why the obvious move fails
That posting reports over two hundred applicants. Applying makes you two hundred and one, and a strong record does not rescue you at two hundred and one, because that is a queue. It gets screened against a template by somebody who is not the person deciding.
So the application is not the move. It is the fallback, it goes in on day seven, and it exists so there is no procedural reason to exclude you later.
Step one — the homework, which is the whole differentiator
Anyone can write a good sentence. Knowing these five things is what makes the sentence land, and it is the step almost everyone skips.
He is two months into the seat
The single most important fact, and the one that changes the entire approach. A leader that new with an open senior seat beneath him is not backfilling — he is building his own team, he inherited nobody, and he is being measured on it in his first year.
The region is currently his own desk
He is US-based and the Americas is his home region. Until he fills this seat he is doing the job himself, which is a very different person to write to than one delegating a requisition.
He came from enterprise data platforms
Not from a research lab. He has lived the gap between technology that works and an enterprise that cannot adopt it — from the vendor side, which is the argument you would be making anyway.
His own headline is your argument
It is about helping enterprises deploy AI they own, govern and trust. That is the case you would make to him, already written in his words, before you have said anything.
He posts about building with agentic tools himself
The posting calls this a player-coach seat. His own public activity proves he means it — so the message cannot be a management-abstraction message.
This same homework, written out in full on one buyer with the sequencing and the actual messages, is The Company Approach → — a real one, client de-identified. Every company you approve gets one.
Read together, those five facts say one thing: this is the best possible moment to reach a hiring manager, and it is invisible unless somebody does the work. They also say what not to do. A man two months into a big job does not want a pitch — he is still meeting his own people. So the first touch asks him for nothing at all.
Step two — the first touch, and it is almost always silent
A connection request with no note. A note is an ask, and an ask from a stranger is easy to decline. No note is just a credible professional appearing in his notifications, and at your level that alone gets accepted more often than it gets ignored.
The exception is a leader inside ninety days of a new role, which is exactly this case. That is the one window where a short note is welcome rather than transactional, because congratulating somebody on a new job is a normal human thing to do. Two lines, and it asks for nothing.
I go first, from my own account, and your request follows about a day later so it lands on a name that already has context attached. The sequencing is my problem, not your deadline. There is no clock running on your side and nothing to remember.
Step three — four things can happen, and all four are information
This is the part that is invisible from outside. There is no such thing as a dead send.
He accepts
The strongest signal. The door is open and he chose to open it.
Wait. Never message the same day — an instant reply to an accept is the tell of an automated tool. Day three or four, when it reads as a person who thought about it.
He views your profile, no accept
He is deciding. Interested enough to look, and something made him hesitate.
This is the one that pays for the profile work. He is on your page right now, so the page has to answer him.
He sends a request back
Rare and excellent. He has flipped it — now he is the one initiating.
Accept, then let him speak first for a day. You are no longer a stranger and the whole tone changes.
Silence
Also a signal, and not a rejection. Senior people run at three hundred pending requests. It usually means unseen, not unwanted.
Nothing, from you — and this is the branch that is not yours. LinkedIn will not let you message someone who has not accepted. It is mine, and I am already connected.
Step four — and this is the part you cannot do alone
If he accepts, the next message is yours and I write it for your account. But if he never accepts, LinkedIn gives you no way to reach him at all — and staring at a pending request is not a strategy.
I am already connected to him. So that message goes from me, it opens by referring you by name with your profile linked, it names the seat so he knows I read his job board, and both reasons you fit are quoted from his own posting rather than from my opinion of you.
When your door does not open, mine already is.
The words “my client” do something else worth noticing: they tell him who pays me without my having to deny anything, so the fee question never forms. And the ask is thirty minutes, not twenty — twenty is what people offer when they are apologizing for asking.
And the highest-leverage move is not a message at all
This company has three co-founders. One of them posts every other day to roughly fifty thousand followers. A connection request from a stranger is noise to a man with fifty thousand followers. So we do not send one. You follow him, turn notifications on, and leave two to four genuinely sharp comments over a couple of weeks — a real technical opinion from somebody who runs the function he is selling into. The request comes last, once he has seen your name three or four times attached to something worth reading.
But the comment is not for him. It is for the fifty thousand people watching him. Those followers are investors, founders and operators across the exact ecosystem you are targeting, and they read the comments. A meaningful number will click your profile.
That is the difference between applying for jobs and being found for them. One of those scales and one does not.
Who is deliberately not on the list
No recruiter, and no one-click apply. The recruiter owns the queue that already has two hundred people in it. We go to the person who can create an exception, not the person who administers the process.
The investors are held back too. Reaching an investor before a single person inside the company has engaged is the move that makes somebody look like they are working an angle. Those get written when they are earned.
Sequencing is most of the craft here, and knowing which door to leave shut is most of the sequencing.
Before you decide it is not your industry
Your company is not that company. The method does not change.
I used a frontier AI company because the facts are public and you can check every one of them. But nothing above depends on the industry. It depends on a leader being new in a seat, on a posting saying more than it means to, and on somebody reading both properly.
Companies come in two shapes, and the difference is the only thing that changes:
The seat is posted
Like the one above. The hiring manager is knowable, the requisition is real, and the work is getting to him before the queue does. This is the warmer of the two.
The seat does not exist yet
No posting matches you at all. So the job board gets read as an org chart instead — count the postings by team, and the shape tells you which leader is about to need somebody. That role gets created, and you are the reason.
The second shape is the one people never believe until they see it. Companies at this stage hire the person they want and write the job afterward. It is also why a filled seat ends nothing — whoever fills it then has to build a team.
Both shapes, written out in full
These are the real documents, with the client de-identified. Every company on your approved list gets one.
The Company Play — a worked example →The unposted shape. One company's job board read as an org chart, the target role concluded from it, and named people across all five tracks.
The Company Approach — a worked example →The posted shape, and the one above in full: the homework, the sequencing, the branches, and the actual messages with the reasoning behind each line.
Who this is for
This one is by invitation.
I do not open this to everyone who asks, and not because of exclusivity for its own sake. It only works for people whose record is already genuinely marketable — where the problem was never the background, it is that nobody senior enough has seen it.
If your record is not there yet, my name on a message will not fix it, and I would be taking your money to find out. In that case the Launch program is the honest starting point — and most people should start there.
Four seats, and it is arithmetic rather than marketing
Doing this properly takes about two hours a day per person — reading the org, finding the right people, writing to them, reading what comes back. Four people is eight hours. That is the whole week.
There is no version of this where I take twenty clients and it still works, because my name is on every message that goes out — and I do not get to send a weak one and have it cost someone else.
The mechanism
Five ways into every company.
You just saw one company worked through all of them. This is the shape, and every company you approve gets worked to that same depth — everyone inside it worth approaching, usually eight to ten people, fixed in writing company by company when you approve it. Each one approached once and followed up once, and a written report every Friday.
A thin company does not mean thin work. Where there are fewer people worth reaching, the depth per person goes up rather than the list getting padded.
Finding those people is its own document: The Company Play → — one company's job board read as an org chart, the target role concluded from it, and named humans across all five of these. The Play finds them. The Approach is how I reach one of them.
The leader who owns the problem
The person whose number moves if you join. Usually not the person named on the posting, and often the one who has just started building the function.
The people already doing the job
Approached as peers, never as a candidate. They tell you what is actually broken inside — which makes every later conversation better.
The people who would report to you
The team you would inherit. They know why the seat is open.
The investors on the board
Held back until something has moved. Reaching an investor on day one is what makes someone look like they are working an angle.
The head of talent — last
Once your name is already familiar. I cannot use this door; you can, and it works far better in that order.
Whose name is on it
Two desks, and almost everything runs from mine.
This is worth being precise about, because it decides how much of your reputation is exposed and how much of your week this costs.
My desk — the large majority
Everything cold, and every branch you cannot run
- — The research and the read on every buyer
- — First contact with people who do not know you
- — The referral message naming you as my client, with your profile linked
- — Anyone who never accepts your request — that door is only open on my side
- — Every follow-up, and the decision to stop
Your desk — a few taps
Only where it has to be you
- — Connection requests to peers. A peer hearing from someone's advisor is odd; a peer hearing from a peer is not
- — Replies to anyone who answers you, in your own words
- — The head of talent, last — a door I cannot use and you can
I write the text. You read it, change anything you would not say, and tap send. Nothing leaves your account that you have not seen.
I am not a ghostwriter for your relationships. I do the homework, I open the door, and I draft what you say. Once somebody is actually talking to you, that conversation is yours.
The commitment
What I hold myself to, in writing.
Coverage, not volume
We set the monthly number together at intake, against the list you actually approve, and it goes in your agreement. Come in under what we agreed and the next month is free. A short list means more depth per company, never padding.
What counts as one of the five
So there is no argument about it later: a scheduled live call with a decision-maker, hiring leader, internal talent partner or investor at a company on your approved list. Not a reply. Not a profile view. Not a message that went well. A call that happened, with somebody who matters, at a company you picked.
A written report every Friday
Who was approached, what came back, what it changed about the plan, and what is going out next week. Including the weeks where the honest answer is that nothing moved. You should never have to ask me how it is going.
Being straight
What this is not.
Not a recruiter
No fee reaches me from any employer, ever. There is no job order and no company paying me to place you.
Not a percentage of anything
I never take a cut of your salary, your bonus or your offer — not at signing, not later.
Not paid on performance
No placement fee, no per-interview fee, nothing contingent on an offer. I am paid for the term, which is exactly why I can tell you to take a role I had nothing to do with.
Not a guarantee of a job
What I commit to is stated below, in writing, and it is about the work — not about a decision made in a room I am not in.
Not applications
I will not apply to a single posting on your behalf. That is the whole point of the difference.
Not a subscription
Ninety days is a term, not a trial. The installments are a payment schedule, not a plan to cancel.
Your side of it
Ten minutes a day, and that is the whole commitment.
- —Approve a batch when I send you one. A few connection requests, one tap each.
- —Glance at your own profile views — that is where the first signal lands, and the one place I cannot see.
- —Tell me the same day when someone replies to you.
Everything else is upside, not homework, and always your call. What I will not do is quietly hand you a second job. Most people who come to this are already working fifty-hour weeks with a family at home. Finding hours you do not have was never the plan.
Investment
$12,500
A ninety-day retained desk. Setup, then the desk at $2,500 a month for a three-month term.
$7,500 at signing — setup plus month one, because the outreach starts in week one
$2,500 thirty days after signing
$2,500 sixty days after signing
Month one sits inside the payment at signing, so there are two further payments after it, not three. Everything runs from the date you sign rather than a fixed calendar. The fee is non-refundable, and after day ninety it continues month to month only if you choose to — decided on day seventy-five, so it is never a surprise.
If you have already bought Launch, it credits in full against the setup fee. Nothing you have already paid is lost, and nothing is charged twice.
Before you book, look at the work
Everything named on this page, you can go and read.
Built for somebody else, with their name off it. Nothing here is a mock-up.
The companies, why each one is a fit, and where your background is the actual gap. This is the list you approve.
How your record reads to somebody deciding whether to take the call — including the parts that are working against you.
One company's job board read as an org chart, the target role concluded from it, named people across all five ways in.
The homework on one buyer, the sequencing, the branches, and the messages with the reasoning behind every line.
And if you are weighing this against running it yourself, the Launch program is the same machine built with you and handed over — and what you spend there credits against this in full.
The whole thing is conversations. Start with one.
Book a call and I'll have your Opportunity Map and Executive SWOT built before we sit down — both linked above, so you already know what you are getting. That way the thirty minutes are about your situation rather than my process, and you'll leave knowing whether the Concierge fits or whether Launch is the honest starting point. Not ready to talk? Get the AI Compute Funding Index.