Rare people don't answer job ads. I place the engineers, scientists and leaders most firms can't reach. A trusted network, not a database.
The best people aren't on the market. They're building. They move when someone they trust tells them it's worth it. I spent fifteen years inside startups becoming that someone. Apple taught me how to sell. Robert Walters taught me how to hunt. Startups taught me everything else.
I build teams from scratch, hold them together through hypergrowth, and know exactly who delivers when it matters. Today I work with my clients independently, on advisory or on searches. A trusted network, not a database.
I didn't learn hiring from a recruiting desk. I learned it inside: building the teams, owning the budgets, sitting in the exec meetings where a bad hire costs you a year. I've carried that risk myself.
I started out closing deals at Apple, learned the hunt at Robert Walters, then spent a decade on the inside: gaming, space, biotech. Head of People on executive teams, building the org through every stage of hypergrowth, from the first comp grid to the $10M round.
Today that life is a network: teammates who became CTOs, candidates who now run studios, founders who still take my call. I work independently, on advisory or on searches. Bring me the hire you can't close, or the org you can't scale.
One critical role, end to end. Deep brief to signed offer, 3-5 curated profiles, weekly calibration, 90-day follow-up. IC to VP.
A fractional Head of People in your leadership cadence. Hiring strategy, org design, comp & leveling, processes that scale with you.
Your stack, done right. AI handles scheduling, follow-ups, enrichment and reporting; the hours saved go back into conversations. I'll tell you what's useful and what's noise.
Adjacent sector, unusual role? Ask. I'll tell you honestly if it's within reach.
Software startups where engineering is the product, not just the medium.
Studios and publishers where creative and technical excellence share the same roadmap.
Where hiring requires fluency in the science, not the keywords on LinkedIn.
I partner with founders on the hires that decide their roadmap, and on the org that has to hold them.
Head of People on the exec team of a NASA-awarded space-biotech, across two continents, US and Europe. Structure, compensation and culture designed for growth, without ever slowing the science.
Six years on the executive committee. Org design, executive hiring with the founder, and the culture that kept creative and technical teams shipping together.
Executive search across tech and digital, for startups and corporates. Full-cycle mandates and the reflexes that still run every search: qualify hard, move fast, close clean.
Business development on Google Enterprise Solutions, inside Google's first European integrator. Maps, Earth Engine, enterprise search: 120% of quota, with engineers in the room.
Business Specialist on strategic accounts, Salesforce and Sony among them. Relationship sales at Apple's level of craft: prepare hard, listen harder, grow the account year after year.
Four steps. I own all of them, from first brief to signed offer, and beyond.
Deep brief on the role, the team, the culture, the real problem behind the hire. Decisions made without context always fail.
Warm outreach to people I know. Targeted headhunting where the network needs extending, with AI handling enrichment and follow-ups. Never mass outreach.
You meet only relevant candidates. 3-5 profiles, each with context and a clear thesis on the fit. I'd hire every one of them myself.
Interview coaching, comp benchmarking, offer design, 90-day follow-up. The hire isn't done at signing, and neither am I.
Direct search: retained or success-fee, discussed on the first call. Advisory: monthly fee, scoped on brief. No surprises, everything is written before we start.
A fractional Head of People in your leadership cadence: one to three days a week, three to six months minimum. Org design, compensation, performance, leadership routines. You get the executive, without the executive headcount.
Ideally before things break: a round closing, a team about to double, processes that stopped scaling. The earlier the conversation, the cheaper the fix. If a single search is what you actually need, I'll tell you that too.
Everywhere it saves human time. I build AI-assisted People workflows myself: sourcing enrichment, scheduling, follow-ups, pipeline reporting, ATS hygiene. The hours saved go back into conversations, where searches are actually won. And I'll audit your stack honestly: what's useful, what's noise.
I tell you on the first call. If it's adjacent, I extend the network through targeted headhunting, never mass outreach. If I'm not the right partner, I'll say so and point you to someone who is.
IC to C-level across tech (SaaS, AI infra, devtools, cybersecurity), gaming (AAA to indie, publishers, live ops) and science-driven companies (deeptech, biotech, climate, space). If your role is unusual, ask: I'll answer honestly.
First shortlist within two weeks of the brief. Standard search closes in 4-8 weeks. For truly urgent roles, ask: when every decision-maker can mobilize, the timeline compresses dramatically.
Always. Confidential searches, discreet approaches, no posting unless you want one. Candidates hear about your company from someone they trust, with context, never from a job board.
Tell me what you're trying to build or unblock: a role, a team, an org. I'll come back within 24 hours with an honest read and next steps.
Leading the People function of the Dual Universe studio through international scale-up, from a small Paris team to a two-country company.
On the executive committee, from first structuring to international scale.
One studio culture: Paris and Montreal running on the same People systems.
People, through every growth stage, without losing the ones who mattered.
Raise supported by organizational readiness investors could bet on.
Executive committee member through six years of international growth: executive hiring with the founder, workforce planning, comp grids, career paths, and the culture that kept creative and technical teams shipping together.
Owning end-to-end People strategy in a NASA-awarded deeptech, at the intersection of AI, hardware and biosciences.
People function designed and built from scratch, with a seat on the exec team.
Headcount, grown without ever slowing the science.
Of compliance, France and the US, policies and frameworks included.
Employee engagement, through transparent communication and clear values.
A People function built from scratch in a company sending biology to space: performance systems, compensation strategy, career paths, and the social dialogue of a fast-moving French-American scale-up.
Recruiting senior executives and top-tier talent across tech, digital and marketing, for startups and large corporates.
Executive hires closed: CTO, CMO, product leads, senior engineers.
Full-cycle mandates, from business development to signed placement.
Worlds covered, startups and corporates, with the same level of rigor.
Relationships built with founders and CEOs, recruitment as a strategic growth lever.
The headhunting years: where I learned that a search is won before the first call, on the strength of the relationship with the people you call.
B2B sales of Google enterprise products inside the first Google Enterprise integrator in Europe, hand in hand with Google's Maps division.
Of sales quota, on Maps API, Earth Engine and enterprise search.
European integrator of Google Enterprise Solutions, later acquired by Devoteam.
Junior sales recruited and trained: a first taste of building a team.
SMB to large enterprise, technical pre-sales run jointly with Google's engineers.
Selling Google's tech taught me the other half of the job: complex products, technical stakeholders, and deals that only close when the engineers trust you.
Relationship sales on strategic SMB and mid-market accounts, inside the company that wrote the playbook on customer experience.
Performer 2012, on a roster where the bar was the product itself.
Annual target, consistently exceeded across strategic accounts.
Year over year growth on key accounts, through upsell and long-term partnerships.
Prospecting, acquisition, account management: ownership from first call to renewal.
Apple is where the standard was set: prepare hard, listen harder, never let a relationship go cold. Selling came first; everything since, hunting, hiring, advising, was built on it.
