Startup hiring is different.
Your first hires shape everything that comes after. So I don't just fill roles. I help you put strong foundations in place, for your people and for your process, so every hire after this one gets easier.
Foundations, not just hires.
- 01
A clear brief for every role
What this hire needs to change, your true essentials, and what you can live without. Agreed before anything goes live.
- 02
A hiring process that repeats
The same stages, a scorecard and structured interview notes. Every candidate gets a fair shot and you compare like with like.
- 03
A pitch that lands
A job ad and story that sell the role, the mission and the stage you're at, to people who don't know your name yet.
- 04
A talent pool you keep
A pool of 300+ candidates per role, left behind for your next hire.
- 05
People basics, from someone who's done it
I've been Head of People, scaling a startup from 8 to 35. I know Dutch and UK employment law, so offers, contracts and onboarding don't become an afterthought.
Start small, scale when you need.
Interim Recruiter
4 to 40 hours a week, as part of your team or your solo recruiter.
Request pricing → Fixed feeSingle Search
One role, start to finish. No cure, no pay: the risk sits with me.
Request pricing →"No pile of CVs, no guesswork. Just the right people, presented at the right time."
Mark KranenburgOwner, Upsmart"Ben's not your typical recruiter: he brings a deep understanding of startups, challenges hiring managers (in a good way), and knows the type of people that fit well over here."
Gerben MeyerCTO, ResumediaHiring your first few people?
Tell me where you are and what's next. I'll come back with a rough plan.