Your tech hiring partner
Hire pre-vetted tech talent at a fixed fee.
We help pre-seed to Series B startups hire tech talent across engineering, product, and platform without the overhead of traditional recruiting firms or internal teams. Every candidate is evaluated on technical skill, culture fit, and what your hiring manager actually needs, not just resume keywords.
$18K+
Saved on one $150k hire vs. an 18% agency fee*
3–5
Candidates per shortlist, never a stack of forty
0%
Placement commission. Ever.
10–150
Employee headcount we build hiring pipelines for
*Illustrative example based on a $150,000 salary and an 18% agency fee.
Process
From brief to shortlist. Days, not months.
We cut every step that wastes your time and keep everything that actually matters.
- 1
Build the brief
Not a job description. We map your stack, team dynamics, and what your hiring manager actually needs before we source a single candidate.
Day 1 - 2
Source and screen
Every candidate is evaluated against your brief on technical skill, culture fit, and mindset. Nobody reaches you on a keyword match.
Week 1 - 3
You get a shortlist
Three to five candidates, fully vetted, with context notes on each. You interview people who can actually do the job, not a pile of forty resumes to sort through yourself.
Week 2 - 4
Hire. Rotate. Repeat.
Fill the role and the next one rotates in automatically. Your pipeline keeps moving for as long as your flat monthly rate is active.
Ongoing
ROI Calculator
See what flat fee actually saves you.
Compare Flathire's flat monthly rate against contingency agency fees and internal recruiter time, for your actual role mix. Numbers reference SHRM and Ashby 2025 benchmarks, adjust them to your reality.
For hiring teams
Quantify your savings.
Adjust the sliders for your own hiring plan. The numbers update live.
Annual savings summary
$120K
Total projected savings with Flathire. A 71% reduction over one year.
Traditional model
$168K
Agency $162K · Hours $6K
Flathire · Scale
$48K
$4,000/mo × 12 months
Directional · SHRM & Ashby 2025 benchmarks
$999 pilot
Try one role before you commit.
One role, run end to end. Intake, sourcing, and scoring, then a ranked shortlist sent straight to you. No placement fees, no commitment afterward.
Intake
Tell us the role and what good actually looks like for your team.
Sourcing and scoring
We source, screen, and score candidates against your brief.
Shortlist to hire
Three to five ranked candidates sent to you. Interview, hire, done.
Comparison
Flathire vs. agencies vs. sourcing tools.
All three can fill a role. The difference is who does the screening, what actually lands in your inbox, and what it costs the second time you hire.
| Contingency agencies | Sourcing tools & job boards | Flathire | |
|---|---|---|---|
| What lands in your inbox | A batch of 10 to 20 resumes. You figure out which ones are worth your time. | A list of contacts and profiles. You handle outreach, screening, and filtering. | Three to five shortlisted candidates, fully vetted, ready to interview. |
| Who does the vetting | A generalist recruiter, working off a job description. | Nobody. Your team screens every response itself. | A team of former tech leaders and hiring managers, evaluating skill, culture fit, and what your hiring manager actually needs. |
| Where you track progress | Email threads and spreadsheets. | A separate tool your team has to log into and manage. | Direct updates from the person doing the work. No new software to learn. |
| How you pay | 15 to 20% of first year salary, per hire. | Per-seat license, plus your team's time. | One flat monthly fee, independent of salary or hires. |
| Cost of hiring a second role | Scales directly with headcount. Two hires cost roughly double. | Same license fee, but double the internal screening work. | Unchanged within your plan's active-role range. |
| Who owns the candidate relationship | The agency keeps the pipeline. | You, inside their platform, tied to the subscription. | You. Every candidate we source is yours, including the ones you pass on. |
FAQ
How our pricing actually works.
Straight answers to the questions that decide whether a plan fits your hiring plan.
What counts as an active role?
An active role is one open position we're actively sourcing, screening, and shortlisting for at a given time. As soon as it's filled, the next role on your list rotates in automatically, so your plan's active-role count stays the same even as you keep hiring.
What happens if I need more active roles than my plan covers?
Nothing is charged automatically. If you consistently need more roles running at once than your plan allows, we'll flag it and move you to the next tier at your next billing cycle, never mid-cycle without your sign-off.
How often are we billed?
The $999 pilot is a single flat fee, billed once. Starter, Scale, and Growth are billed monthly, at the start of each cycle. No annual lock-in required.
How does the upgrade path work?
Move to a higher plan whenever your hiring picks up. Every role already in progress, along with candidates already shortlisted, carries over. You don't start from zero. Downgrades work the same way, effective at your next billing date.
What are the cancellation terms?
Month to month, no contract. Cancel anytime and you won't be billed again after your current cycle ends.
What happens to candidates after we work together?
We don't have a self-serve platform holding your data. Every candidate we source, along with our notes on them, is sent directly to you and stays yours, whether you hire them, pass on them, or the engagement ends.
Do all plans include expert oversight?
Yes. Every candidate is reviewed by our team of former tech leaders and hiring managers before they reach you, on skill, culture fit, and what your hiring manager actually needs. That's included in every plan, not a paid add-on.