Quantum is a new category of recruiting firm focused on building VC-backed AI, SaaS, and Web 3 Startups from Seed through IPO. We don’t just place people--we build entire companies.

We partner intimately with Tier 1 VCs and founders to assemble world-class executive suites and full team buildouts across Engineering, Product, Finance, and go-to-market.

Our team is comprised of highly specialized .01% Recruiters who operate with next-level precision, startup speed, and elite standards. Simply put, we're the firm Founders trust to run through walls and generate unparalleled results.

To date, we've generated 500+ successful placements with hundreds of companies backed by VCs like Sequoia, a16z, Lightspeed, Coatue, Bessemer, Index, and Craft Ventures.

Clients include: Character AI, Scale AI, Together AI, Hebbia, ClickUp, Rippling, Hume, Voyage AI, Alchemy, Lightspark, Yuga Labs, DyDx, Magic Eden, Moonpay, Verkada, Robin AI, Aptos, X1, Anomalo, Kandji, Chroma, Orby AI, Wisdom AI, Federato, Dream AI and many more.

🔘 Strategic Talent Leadership: tapped by founders to lead Talent, built the function from 0→1. Partnered with execs on strategy, headcount planning, and AI tooling; designed end-to-end systems (processes, competencies, referrals, interviewing). Scaled to 50+ across EPD, GTM, and G&A.

🔘 Hiring Scale & Velocity: led fastest growth period: 20 hires across 11 roles in 6 months, driving 60%+ headcount expansion (32→52) during leadership transition, with 100% offer acceptance.

🔘 Talent Bar Elevation: raised technical and cultural bar; ~20% of company now former founders and high-velocity builders.

🔘 Executive Advisory: trusted advisor to founders on hiring strategy, compensation, interviewing, and retention; shaped key decisions with data.

🔘 Offer Conversion: sustained elite 80–90% acceptance rates (vs. ~30–50% industry) across 60–130+ candidate pipelines; consistent GTM closes and multi-week perfect streaks.

🔘 Candidate Experience: built high-trust, white-glove process that converted candidates and created external advocates, driving 100% acceptance periods.

🔘 AI-Driven Innovation: deployed AI across recruiting lifecycle (Juicebox, Circleback, custom GPTs), achieving 5-10x sourcing velocity and stronger screening signal.

🔘 Employer Branding: Built brand from zero via targeted campaigns, events with Initialized Capital (75-100 attendees, ~70% engagement), and long-form content, generating inbound pipelines.

🔘 People Systems: established compensation, leveling, transparency, and performance reviews supporting retention and scale.

🔘 DEI Impact: delivered 40-60% diverse/URM offers and multiple first hires via targeted sourcing and partnerships.

🔘 Cultural Leadership: won the team’s Build Trust Award; acted as a cultural force multiplier, driving accountability, clarity, and trust through rapid change.

✅ Impact across Global Talent Acquisition org:

🔘 Ongoing global mentor to a dozen of recruiters and sourcers

🔘 Via training sessions and 1:1 chats helped onboard 40+ sourcers/recruiters

🔘 Spearheaded, project managed, and contributed most of the content to the North America Recruiting Playbook, which for the first time in Uber TA org’s history organized all relevant recruiting resources in a single elegant easy-to-use deck (70+ slides summarizing main content and linking to various internal resources).

🔘 Ongoing key contributor to the global D&I focused Mansfield Rule implementation team across all of Uber (to substitute the Rooney Rule; with a goal of delivering a candidate pool to the business that matches or exceeds market supply of diversity).

🔘 Planned and delivered the GitHub Sourcing, Prime Eng 101, and a 2-part 150-slide Negotiation 101 trainings to a global audience of sourcers, recruiters, and TA managers (over 200 people)

🔘 Main contributor of most of the content and structure for the 2020 Uber Pitch Doc used by all of TA across Uber (topics included: Growth Story, Compensation, Technology, Safety, and Uber in the Community)

🔘 Designed and led multiple interactive sessions of Closing Labs effort across global Eng TA org (including closing scenarios, leading discussions with eng guest speakers, tackling live candidate closing objections etc.)

🔘 Key contributor to Engineering Master Interviewer List (EMIL) used for scheduling of eng interviews across all Uber Eng TA

🔘 Directly involved in restructuring the Bar Raiser Program (related to non-biased assessment and hiring, and debrief moderation)

🔘 Worked closely with the Employer Brand & Marketing team as one of the selected few Brand Champions in the global TA org. Helped roll out multiple employer branding related initiatives.

🔘 Member of Uber Ambassador Program: volunteered to help kids learn how to code

🔘 Built relationships with and onboarded multiple recruiting agencies

✅ Impact across New Mobility (NeMo) Engineering org:

🔘 Owned hiring for the whole New Mobility Engineering org, including Uber’s Big Bets like eBikes, eScooters, Transit, UberWorks.

🔘 Responsible for growing the org from ~15 to 70+ engineers in less than 1.5 years, while maintaining ~70% Accept Rate (e.g. 18 Offer Accepts in H1 2019 alone, including 6 mobile eng hires, 4 diverse hires)

🔘 Established strong rapport with the NeMo Eng team and built end-to-end recruiting processes for NeMo from the ground up, including sourcing strategies, candidate tracking mechanisms, data reporting structure/cadences, interview panels calibration, requisition priorities, candidate closing strategies etc.

🔘 Trained and coached multiple newly promoted hiring managers. Mentored and coached multiple sourcers and recruiters on working with and closing for the NeMo org.

🔘 Improved diversity in the NeMo org: worked closely with the NeMo Hiring Managers and Uber’s LadyEng ERG to establish best practices for engaging, interviewing, and closing LadyEng candidates. This led to 7 LadyEng hires in 2019 (from 0 LadyEng team members at the start of the year).

🔘 Successfully coordinated the eng team to host NeMo Recruiting Event with 100+ attendees

🔘 Set records for the most Offer Accepts in a single day/week/month/quarter/half. E.g. had 3 quarters worth of hires in less than a month (11 accepts). Promoted from "Senior Technical Recruiter" to "Technical Recruiting Manager" shortly after joining

🔘 Scope: Along with the team I led, directly responsible for building out the Engineering/Product/Design org - with a special emphasis on highly technical hard-to-fill roles with smaller talent pools (SRE, SecEng, ML/DS etc.)

🔘 Team Leadership: Led a team of technical recruiters, sourcers, and RCs. Focused on helping the team understand the talent landscape, set up recruiting strategy/goals based on empirical data, team empowerment, and positive coaching/accountability

🔘 Hiring Impact: Oversaw the scaling of EPD org from 20 to ~80, including hiring most of the technical leaders for the org. Directly responsible for 6X-ing the Infra/SecEng org (5 to 30) within 2 years

🔘 Notable hires: Head of ML/DS, Head of SRE, Head of Performance Eng, Head of SecEng, Head of IT, and multiple Staff/Principal level engineers

✅ Overarching Project Leadership:

🔘 Hiring Process: Responsible for structuring most of the hiring process - from initial engagement to offer accept. Crafted elaborate reachouts, created closing scripts for the whole team, built a shared candidates database, implemented new candidate coding assessment tools (TripleByte & HackerRank), forged a tool to load-balance the interview load, etc

🔘 Comp Philosophy: Worked closely with HR and VP&Director level hiring managers to help shape Mixpanel’s comp philosophy (2X'ed the Offer Accept Rate)

🔘 Diversity and Inclusion: Established a relationship with Hackbright Academy resulting in 2 hires and strongly increasing Mixpanel’s brand awareness. Worked with Code2040, resulting in an engineering hire. Interviewed the current Head of D&I

🔘 Branding: Responsible for a variety of recruiting-focused branding efforts with Muse, Glassdoor, LinkedIn, HIRED.com, TripleByte etc.