Helpful, not required on day one. We work in Greenhouse, Lever, Ashby, and similar tools — or start clean in Slack and email while you choose a stack.

// Startup recruiting for founders

You need hires. You don't need a full-time recruiter yet.

Masarna embeds a senior recruiter into Seed–Series B startups that have open roles and no internal recruiting function — so founders stop owning the pipeline alone.

Discuss your open roles →See how Masarna works

25 minutes · Speak directly with a senior recruiter

// The trigger

Built for the moment recruiting becomes founder work.

You're the recruiting function

Sourcing, screens, and scheduling are competing with product, fundraising, and customers — and the pipeline still feels thin.

Agencies send resumes, not ownership

You're getting profiles without context, scorecard fit, or someone accountable for moving candidates week to week.

Not ready for a $150k+ in-house hire

You need senior recruiting capacity now, without adding permanent headcount before the hiring volume justifies it.

Priority roles are stuck

1–5 critical seats are open, feedback is slow, and no one owns follow-up between the founder and hiring managers.

// Roles we run

Early-company roles where a wrong hire is expensive.

We focus on the seats that define your next chapter — not every job family under the sun.

Founding and early engineering

Builders who can ship with ambiguity, own systems, and raise the bar for the next ten hires.

Founding Engineer · Full Stack · Backend · Infrastructure · Engineering Manager

First GTM seats

Commercial hires who can create process, not just inherit it — often your first AE or sales leader.

Account Executive · SDR · Sales Lead · Customer Success

Operator and leadership roles

People who install judgment into the org: product, people, and leadership seats that shape how the company works.

Product Manager · Head of People · COO · functional leaders

// How Masarna shows up

A recruiting owner inside your team — without hiring one.

Calibrate with the founder

We lock must-haves, tradeoffs, compensation reality, and what “great” looks like for each role before outreach starts.

Source and screen end-to-end

Outbound, inbound, and referrals — every candidate is screened against the scorecard before you spend interview time.

Run the loop in your tools

Candidates, notes, and weekly updates live in your ATS, Slack, inbox, and calendar. No new software for your team.

Stay accountable weekly

You get pipeline truth: who was sourced, who advanced, what's blocked, and what you need to decide next.

// What changes

What founders get back when recruiting is owned.

✓Founder hours returned to product, customers, and fundraising

✓Screened shortlists instead of LinkedIn dumps

✓Interview loops that move without you chasing every update

✓A senior recruiter who already knows your stage and constraints

✓Month-to-month engagement — scale up, down, or pause as hiring shifts

// FAQ

Startup recruiting, answered.

We're pre-product / pre-seed. Is Masarna too early?

If you have one or two priority roles and a founder stuck owning the search, we're usually a fit. If hiring isn't real yet, we'll tell you to wait.

How is this different from a recruiting agency?

Do we need an ATS?

How fast can we start?

Stop running recruiting alone.

25 minutes · Speak directly with a senior recruiter. Tell us which roles are open and we'll map the right fractional or embedded support for your stage.

Discuss your open roles →