A high performance people function for the whole portfolio.
A mis-hire is a capital event. So is a good hire, mismanaged.
The fees. Recruitment fees paid for the wrong person, then paid again for their replacement. The same seat, funded twice.
The churn. It's one thing to find top talent, it's another to keep them engaged.
The time. Months of founder attention spent running the process, onboarding, managing the doubt, and unwinding it. Then the process again.
The runway. The expensive one: everything that seat was hired to build, not built. A wrong senior hire doesn't just cost their salary; it costs the quarters they were supposed to compound.
The hesitation. The one nobody prices. After a mis-hire, founders flinch. The next critical role stays open an extra two quarters because the last one went wrong, and the company slows at exactly the moment it was funded to speed up.
- 01
Initial conversation
We map where the people needs sit across the portfolio: who's hiring, what's breaking, what's next.
- 02
Each company engages directly
From a single search to an embedded partnership, every founder works with us on their own terms at a discounted rate for being a member of your portfolio. You make the introduction; you don't manage the relationship.
- 03
The benchmark
Sonar, our intelligence layer, enables intelligent insights and pattern recognition. Across a portfolio, that becomes a baseline: which teams hire well, where talent thrives, where it stalls, visible instead of anecdotal.
Start with one company.
Tell us where the portfolio needs help first.