What industries does Snatch UP recruit for?
Cybersecurity, SaaS and startups. Those are the markets we know properly, and we turn down work outside them.
Questions and answers
The questions hiring teams actually ask.
How we charge, how we work, how fast we move, and where we are the wrong call. Answered here so you do not have to spend a first call on them.
What positions does Snatch UP recruit for?
Cybersecurity, engineering, product, design, sales, marketing, customer success, operations, finance, people and executive leadership.
What do you charge?
Success-based. You pay when your hire starts, nothing upfront, and nothing at all if we do not find someone you want to hire. The rate is set against the specific role.
Do we pay anything upfront?
No. There is no retainer and no fee for starting a search. If it does not end in a hire, it costs you nothing.
What happens if the hire does not work out?
Replacement terms are agreed per search before we start.
How fast can you move?
Quickly. We are already in these markets, so first candidates usually reach you within days of the first conversation. We agree the timeline for the full search with you, against the role itself.
Who actually runs my search?
One of the two founders. You will not get a senior pitch followed by a handover to a researcher you have never spoken to.
How do you decide whether someone fits?
We look at culture, values, mission and timing alongside the skills. A strong CV in the wrong environment tends to unwind within a year, so we spend real time on what a company is like before we approach anyone on its behalf.
What do you need from us?
A decision maker in the first interview, feedback inside a couple of days, and a straight answer on the salary on offer. Searches that run fast are usually the ones where the client moves fast, and we will tell you if scheduling or feedback is what is holding yours up.
Do you recruit worldwide?
Yes. We headhunt in New York, San Francisco, London and Singapore, and run searches across the US, LATAM, APAC and EMEA for U.S. and international companies.
Do you headhunt in New York?
Yes. New York is one of our main markets, alongside San Francisco, London and Singapore. Recent searches there include vulnerability researchers, a director of sales and a head of operations.
What seniority do you cover?
Most of our work sits between senior individual contributors and VP or C-level. We will take a mid-level role when it is genuinely hard to fill or forms part of a wider build. We are the wrong call for volume hiring, and for anything a good job post would solve on its own.
What size and stage of company do you work with?
Mostly startups and scale-ups, roughly four to two hundred people, from a first critical hire through to building out a leadership team. We also work with larger companies where a role is specialised enough that a generalist agency will struggle with it.
What is the difference between a headhunter and a recruiter?
A recruiter mostly works from the people who are already applying. A headhunter goes after the ones who are not. We do the second: we work out who can actually do the job, approach them directly, and bring them into a conversation they were not expecting.
Why should a startup use a recruiter instead of hiring direct?
You get people who can actually do the job and hold the skills the role calls for. You save the hours your team would spend searching, screening and chasing. You stay focused on growing the company and let hiring experts handle the hiring. And the right people are put in front of you instead of whoever happens to apply.
How do you approach a search?
We agree exactly what the role needs, then build a list of the people who can do it. Most of them are not looking, and some of them work for your competitors. We approach them directly, and stay involved through interviews, feedback and the offer rather than disappearing once the CVs land.
What if the role or the compensation is off?
You will hear it from us early. If the level, the scope or the salary on offer does not match what this market is paying, that is a cheap problem in week one and an expensive one in week six.
Can you run confidential searches?
Yes. We regularly handle discreet and sensitive searches and maintain confidentiality throughout the process.
How do we start?
Send the role and the context around it, or message us on WhatsApp. The first conversation is about whether the search is worth running, not about signing anything.
Start a search
Still have a question?
Ask it directly. A short conversation will tell you more than another page of ours will.