Square Parallel / Candidate Assessment

Sourcing is Only Half the Battle.
Let's Find the Builders Who Execute.

Embedded talent leadership that designs rigorous technical screening to help tech startups build high-velocity engineering teams without agency overhead.

Four decades of enterprise technology leadership. More than 2,000 interviews. Hundreds of hiring decisions.

Request a Hiring Assessment

01 / The Challenge

A Great Interview Doesn't Always Mean a Great Hire.

Some candidates interview exceptionally well. They know the terminology, have impressive resumes, and give polished answers.

But can they navigate a difficult customer conversation? Challenge an assumption? Explain a complex solution without hiding behind technical jargon?

The question isn't just whether someone knows the technology. It's whether they can use that knowledge to produce results.

02 / What You Get

A Second Set of Eyes. From Someone Who's Made the Hiring Decisions.

You already have candidates. You don't need another recruiter or another stack of resumes. You need an experienced operator who can help you determine who is genuinely ready for the role.

01

Structured Interviews

Role-specific interviews that go beyond rehearsed answers and test how candidates think, communicate, and make decisions.

02

Written Assessments

A clear evaluation of each candidate's strengths, concerns, and fit against the requirements of the role.

03

Hiring Recommendations

A practical discussion of the findings, the tradeoffs, and what to investigate before making your decision.

The goal isn't to add another interview to your process. It's to help you make a better-informed hiring decision.

05 / OUR METHOD

Hiring Confidence
Isn't a Gut Feeling.

A polished resume and a strong interview don't tell the whole story. My Hiring Confidence Framework™ evaluates the capabilities and behaviors that matter long after the offer letter is signed.

Hiring Confidence Framework™

Hiring Confidence Framework radar chart showing nine evaluation dimensions: Business Curiosity, Technical Depth, Executive Presence, Communication, Learning Velocity, Coachability, Customer Empathy, Leadership Potential, and Cultural Contribution.

Illustrative candidate profile — not actual assessment results.

Business Curiosity Technical Depth Executive Presence Communication Learning Velocity Coachability Customer Empathy Leadership Potential Cultural Contribution

BEYOND THE RESUME

See the strengths.
Understand the risks.

Technical knowledge matters. So does the ability to learn, communicate, earn customer trust, and operate in an environment that's still being built.

I assess candidates across nine dimensions, looking for demonstrated evidence rather than relying on credentials, interview performance, or instinct alone.

DELIVERABLE: Hiring Confidence Report™

A comprehensive assessment with scores, narrative insights, strengths, risks, and onboarding recommendations.

You get a clearer picture of who you're hiring, where they can succeed, and where they may need support — before making a critical hiring decision.

EXPLORE THE FULL FRAMEWORK →

04 / When We Work Together

Not Every Company Needs the Same Recruiting Solution.

Your hiring needs change as your business grows. Whether you're building your first enterprise revenue team or adding experienced leadership, I help you find people who fit the work ahead.

01

Your First Enterprise Hires

You're moving beyond founder-led sales and need people who can build the motion, not just inherit one. I help identify candidates who can operate without established processes, extensive support, or a recognizable brand behind them.

02

Expanding Your Revenue Team

You've established a working sales motion and need experienced account executives, sales engineers, or technical specialists to support growth. I help find candidates with the capabilities to contribute in your environment.

03

A Critical Leadership Hire

You need someone who can build, manage, and develop a team. I evaluate leadership experience, operating discipline, and whether the candidate has actually done the work your business needs next.

My recruiting focus: Enterprise sales, sales engineering, customer-facing cloud and security specialists, and GTM leadership.

05 / How We Work

No Layers. No Hand-Offs. You Work Directly With Me.

Every hiring situation is different. We start by understanding what you need, agree on the scope of the recruiting engagement, and get to work.

01

Let's Talk

We discuss the roles you're looking to fill, your business, the hiring challenges you're facing, and what success looks like.

02

Agree on the Engagement

We establish the recruiting scope, responsibilities, deliverables, and commercial terms upfront. No surprises about what's included.

03

I Get to Work

I personally lead the agreed recruiting work, stay involved throughout the engagement, and work directly with your hiring leadership.

Have an enterprise revenue position you're trying to fill? Let's discuss what you need and whether I'm the right person to help.

Discuss Your Hiring Needs