The People
Meet your recruiting
department.
Every card is a person. Hover to see their story, their metric, and the client vertical they know cold.
Priya Nair
Principal Sourcer
EngineeringPriya built a passive-candidate pipeline for a Series C infrastructure company in under two weeks — 80 engineers placed in Q1 alone, including 12 senior ICs from FAANG.
Marcus Webb
Delivery Manager
GTMMarcus embedded with a fintech client for six months post-Series B and scaled their entire GTM function from zero to thirty — AEs, SEs, CSMs, and a RevOps lead.
Sasha Kowalski
Recruitment Ops Lead
Ops & InfraSasha built a full ATS migration playbook in two weeks for a PE-backed healthcare company with no prior recruiting infrastructure — Greenhouse live, workflows documented, coordinators trained.
Jonah Okafor
Senior Recruiter
EngineeringJonah holds Pipeline's fastest close — a Series C fintech VP of Engineering role sourced, interviewed, and offered in 9 days. He runs a proprietary referral loop across 3,000 senior eng contacts.
Camille Fontaine
Finance & Ops Recruiter
FinanceCamille has closed 22 CFO and VP Finance searches for PE-backed portfolio companies — most with 90-day mandates. Her candidate network spans 600+ finance leaders who've been through exits.
Tariq Ansari
Coordinator Lead
CoordinationTariq runs coordination for 8 concurrent client pods — 98% scheduling SLA, zero dropped loops. His team built a Slack-native interview-ops workflow that clients keep after engagement ends.
Yuki Tanaka
Product Recruiter
ProductYuki specializes in product orgs at consumer and B2B SaaS companies — 34 PM placements in 12 months, including Head of Product and CPO searches at two unicorns.
Dara Mensah
Executive Sourcer
ExecutiveDara runs VP and C-suite sourcing for hypergrowth clients — every VP+ search she's owned has been filled, median time 24 days. Her outreach response rate is 3× the industry average.
You've met 8 of them.
Point us at your open roles and we'll tell you who's available to start.
Reuben Castillo
GTM Recruiter
GTMReuben placed 47 Account Executives across SaaS, fintech, and healthtech clients this year — average ramp-to-quota 89 days, tracked via client-reported data shared back to Pipeline.
Amara Osei
Data & Analytics Recruiter
DataAmara fills data science and data engineering roles faster than any recruiter in Pipeline's network — 19-day average, including senior ML engineers at two AI-native startups.
Felix Hartmann
Embedded Talent Partner
Full-Stack BuildFelix has embedded full-time at three Series B companies through their scale to 200+ headcount — building the recruiting infrastructure, training internal teams, and then handing off a functioning machine.
Nia Okonkwo
Healthcare Recruiter
HealthcareNia placed 61 clinical operations and regulatory affairs hires across PE-backed healthcare portfolio companies in 2025 — including three VP-level searches under 21 days.
Coverage
Every function.
Every level.
From first AE to founding CTO — we have specialists who've lived in each vertical and know the difference between a good hire and a great one.
Engineering
GTM & Sales
Finance & Ops
Product
Data & ML
Executive
Results
Trusted by talent leaders
who've seen every RPO pitch.
“Pipeline was sourcing candidates before we even finished the job description. First offer out in 11 days.”
“We had a 90-day mandate from our PE board to fill 14 roles. Pipeline filled 13 in 67 days. The 14th was a stretch req we ended up deprioritizing.”
“The embedded model is the real differentiator. They showed up to our weekly hiring syncs, knew our culture, and pushed back when candidates weren't right.”
“Our offer-accept rate went from 71% to 94% in one quarter. Pipeline overhauled our comp benchmarking and candidate experience — not just sourcing.”
“Pipeline was sourcing candidates before we even finished the job description. First offer out in 11 days.”
“We had a 90-day mandate from our PE board to fill 14 roles. Pipeline filled 13 in 67 days. The 14th was a stretch req we ended up deprioritizing.”
“The embedded model is the real differentiator. They showed up to our weekly hiring syncs, knew our culture, and pushed back when candidates weren't right.”
“Our offer-accept rate went from 71% to 94% in one quarter. Pipeline overhauled our comp benchmarking and candidate experience — not just sourcing.”
“I've worked with four RPOs. Pipeline is the first one that felt like a teammate, not a vendor.”
“They built our entire recruiting function from scratch — ATS, scorecards, offer templates, interviewer training. Then handed it off cleanly.”
“Three time zones, six functions, forty open reqs. Pipeline ran the whole thing and we closed Q2 at 97% headcount.”
“The sourcer they assigned us had placed engineers at two of our competitors. She knew exactly who to call.”
“I've worked with four RPOs. Pipeline is the first one that felt like a teammate, not a vendor.”
“They built our entire recruiting function from scratch — ATS, scorecards, offer templates, interviewer training. Then handed it off cleanly.”
“Three time zones, six functions, forty open reqs. Pipeline ran the whole thing and we closed Q2 at 97% headcount.”
“The sourcer they assigned us had placed engineers at two of our competitors. She knew exactly who to call.”
You've met the team.
Point us at the problem.
Tell us how many roles you're filling, what functions matter most, and when you need to start. Three questions. No pricing walls. No gated decks.