Build the teams that drive growth
We partner with VC-backed SaaS startups to hire the core teams that scale your business—from your first product hire to your leadership bench. Talent advisory for every stage of growth.
Start a ConversationThe roles that define your next stage
We focus on the functions that determine whether a Series A startup becomes a Series B one. From individual contributors to leadership—we scale with you.
Engineering
The builders who ship your product
- Software Engineers
- Senior Engineers
- Tech Leads
- Engineering Managers
- VPs & CTOs
Product & Growth
The minds behind what you build and how it spreads
- Product Managers
- Senior PMs
- Growth Marketers
- Demand Gen
- Product Leaders
Go-to-Market
The team that turns product into pipeline
- SDRs & AEs
- Account Executives
- Sales Managers
- Marketing Managers
- Revenue Leaders
Customer Success
The people who turn users into advocates
- CS Representatives
- CS Managers
- Implementation Specialists
- CS Directors
- CS Leadership
From your first IC hire to building out leadership—we scale with you.
Not the usual recruiter playbook
Most recruiters optimize for volume. We optimize for staying power. A hire that leaves at 6 months costs you more than an empty seat.
We learn your business first
Deep-dive into your product, roadmap, and culture—not a 15-minute intake call.
Small, curated shortlists
3–5 candidates, not 30. Every one screened for skill, stage-fit, and motivation.
We stay through the first 90 days
Placement isn't the finish line. We check in through onboarding.
Typical Engagement Timeline
Week 1
Discovery
Deep-dive into your business, culture, and what success looks like
Week 2-3
Sourcing
Targeted outreach to qualified candidates from our network
Week 3-4
Shortlist
Present 3-5 vetted candidates with detailed assessments
Ongoing
Support
Interview coordination, offer negotiation, and onboarding check-ins
What makes us different
Talent advisory, not just executives
We help you build entire teams—from your first software engineer to your VP of Engineering. One partner for every stage of growth.
We'd rather say no than do it wrong
If we're not the right fit for your search, we'll tell you. If your timeline doesn't allow for quality work, we'll be honest about that too.
We believe in relationships over transactions
We're not trying to maximize placements. We're trying to build long-term partnerships with founders who value quality and honesty.
What we guarantee
We'll never send you unqualified candidates to hit a quota
We'll be transparent about our process and timeline
We'll tell you honestly if we think something won't work
We'll prioritize fit over speed—every time
If a hire doesn't work out in 90 days, we re-run the search—on us
Choose the model that fits your needs
Transparent pricing, flexible engagement. Whether you need one urgent hire or ongoing recruitment support, we have a model that works.
Priority Search
For urgent, business-critical roles
25%
of first-year CTC
Fee Structure
5% upfront — Engagement fee to start
20% on placement — Success fee on hire
Refund Policy: 100% refund within 10 business days. After 10 days, 1% service charge retained.
What's Included
- First shortlist in ~10 business days
- Dedicated search team assigned
- 3-5 pre-vetted candidates
- Full interview coordination
- Offer negotiation support
- Weekly progress updates
- 90-day replacement guarantee
Best For
Leadership hires, roles blocking milestones, time-sensitive positions
Partnership Search
For important hires without urgency
20%
of first-year CTC
Fee Structure
$0 upfront — No commitment to start
100% on placement — Pay only when you hire
Zero Risk: You only pay when we successfully place a candidate you love.
What's Included
- First shortlist in ~2-3 weeks
- Thorough discovery & intake
- 3-5 screened candidates
- Interview coordination
- Offer guidance & support
- Bi-weekly updates
- 60-day replacement guarantee
Best For
Standard hires, building team steadily, budget-conscious startups
Growth Partner
For startups with ongoing hiring needs
$500/mo + 15%
monthly retainer + success fee
Fee Structure
$500/month — Ongoing partnership
15% on placement — Reduced success fee
Save 32%+ compared to Priority Search when hiring multiple roles.
What's Included
- Continuous talent sourcing
- Unlimited role briefs
- Monthly hiring strategy call
- Priority access to candidates
- Employer branding guidance
- Dedicated account manager
- 90-day replacement guarantee
Best For
Startups hiring 3+ roles, scaling teams, Series A-C companies
Not sure which model is right for you?
Calculate Your Hiring CostDisclaimer: The fee structures outlined above are indicative and may vary based on role complexity, seniority level, market conditions, and scope of engagement. All percentages are calculated on first-year CTC (Cost to Company) unless otherwise agreed. The 5% upfront engagement fee (Priority Search) is fully refundable within 10 business days; a 1% administrative charge applies after this period. Replacement guarantees and all terms are subject to a signed engagement agreement. For a personalised quote, get in touch.
Quick Comparison
| Priority | Partnership | Growth Partner | |
|---|---|---|---|
| Total Fee | 25% | 20% | $500/mo + 15% |
| Time to Shortlist | ~10 days | ~2-3 weeks | Ongoing |
| Upfront Cost | 5% (refundable) | None | $500/month |
| Guarantee | 90 days | 60 days | 90 days |
| Best For | Urgent roles | Single hires | 3+ hires |
Frequently asked questions
What types of startups does Magnus Kor work with?
We work exclusively with VC-backed SaaS startups from Seed to Series C. Our sweet spot is companies scaling from 10 to 200+ employees that need to build Engineering, Product, Growth, or Customer Success teams.
How does the Retained Search model work?
Retained Search is our dedicated advisory for senior and leadership hires (VP, C-suite, founding team). You pay a portion upfront and the remainder on successful hire. Typical fee is 20-25% of first-year CTC.
What is the Contingency model?
Contingency is pay-on-success — no upfront cost. We source candidates for IC to mid-level roles and you only pay (15-20% of CTC) when a candidate is hired.
How quickly can you find candidates?
For contingency roles, expect a qualified shortlist within 2-3 weeks. For retained executive searches, the process typically takes 4-8 weeks depending on the seniority and specialization required.
Do you offer a hire guarantee?
Yes. Retained searches include a replacement guarantee — if a hire doesn't work out within the guarantee period, we restart the search at no additional cost.
Tell us about your hiring needs
No commitment required. Let's start with a conversation about what you're looking for.