HireSphere AIFor founders hiring a seat they can't judge themselves
How to hire a seat you can't judge from the inside
And come away with a hiring system you can run on every future role as you scale. A short video from Brett Butler, CEO of HireSphere AI.
Questions first? Email [email protected] with the seat you're hiring and its salary band, and I'll run the comparison on your seat.
How we fix it
Recruiters fill a seat. We build you a hiring system.
Hiring Strategy Blueprint
- How you hire today, audited
- Your values, leadership principles and what good looks like for the seat, written before anyone is interviewed
- A mock interview and debrief
- Yours to keep, for every future hire
Candidate pipeline and interviews
- Sourced and screened against your Blueprint
- Structured behavioral interviews, 2 evaluators scoring independently
- An exercise built for the role, graded by a human evaluator against the template
- A ranked top 3, with the reasoning written down
The first 90 days
- A 30-60-90 plan built from your Blueprint before day one
- Check-ins at days 30, 60 and 90, and a weekly written update
- We stay with you until your hire completes their first 90 days
Criteria written before anyone is interviewed, the same criteria for every candidate scored on the same scale, 2 evaluators scoring independently, a ranked top 3 with the reasoning written down; you make every hiring decision.
A trained human evaluator makes every assessment. You make every hiring decision. We do not make it and we do not make it for you.
The ranked top 3 demo
The criteria document you sign before anyone is interviewed, the blind final 3, and the reasoning written down, on a synthetic engineering seat.
The Alignment Engine
Placed by day 60. Supported through day 90.
Blueprint
Hiring audit, values and principles codified, pipeline built in parallel, mock interview and debrief.
Interviews
Screening, behavioral interviews and technical assessments. Your ranked top 3, reasoning written down.
Placement
Your candidate accepts your offer. A 30-day roadmap; pipelines transferred to you.
Up to speed
The 30-60-90 plan and check-ins, until your hire completes their first 90 days.
A typical timeline. It depends on quick turnarounds at the key gates.
Client stories
What the method produced, in the clients' own words
3 client engagements, shared with permission. Company and candidate names are withheld; every outcome is the client's own account.
A pre-revenue founder who had to get the first hire right
A crypto and AI company: 1 founder, a working prototype, and a first raise underway. He hired against the Blueprint, then took it into his fundraising conversations.
The client reports: $50,000 raised from angel investors, a technical co-founder at less equity than he expected, and $10,000 MRR within 90 days.
He had the candidates. The seat had already lost 3 people.
A technology company at about $6M in revenue. His 10 candidates, evaluated against criteria agreed before the first interview; a ranked top 3 with the reasoning written down. He made the hire.
The client reports: the hire became the company's highest performer and was promoted at 9 months to train others.
A strong operator who knew interviewing wasn't his skill
A post-seed SaaS company at about $1.2M in revenue, hiring an operations leadership seat. He made the hire.
The client reports: he hired someone with more experience than he'd been looking for, and saw $60,000 in profit savings in the first 45 days.
Figures are each client's own account, not results measured by HireSphere. The Blueprint carries no placement and no guarantee; Interview as a Service carries no guarantee of any kind. Read the full stories
What people say
"Hiring A players, empowering them with tools & systems lets them and the organization flourish. Anytime I've seen clients cut corners and bring on B or C players it's always backfired… HireSphere AI's blueprint allows you to circumvent this and understand what an A player looks like for your organization."
"HireSphere AI's process of being extremely word precise in choosing corporate values, then creating a universal definition with deep nuanced questions that validate these is something I have yet to see… I wish ALL CEO's would do this."
"The Hiring Strategy Blueprint gives you the best system in the world to attract, retain, and empower top talent so you have a strategy you actually execute."
"The next generation of businesses will combine technology with the best of humanity. HireSphere writes the criteria down before the first interview, scores what candidates actually say and do, and hands you the reasoning in writing. Decisions that clear reach far beyond hiring."
The people running your hiring system
A new firm. Not new people.
Our team and Global Advisory Council have hired at or worked with these companies.
Brett ButlerCEO and co-founder. Fifteen years building and advising companies; managed $50M at Merrill Lynch; consulted for Fortune 500s at PwC.
Brian TravillaCOO and co-founder. Three decades leading teams, including 6 years running large-scale operations at Amazon.
Ryan JiudiceCRO and co-founder. Twenty years transforming sales and support teams, owning hiring, onboarding and training.
Brian WaldmanInterview lead. Ex-Amazon operator who hired 300+ people and coached hiring managers on behavioral interviews.
25,000+ employees managed.
Questions, answered straight
What founders ask before they book
How can you evaluate candidates I can't?
That's the problem we exist for. We turn your values and the role into a written definition of what good looks like, gather evidence against it in structured behavioral interviews and technical assessments, engineering included, and hand you a ranked top 3 with the reasoning written down. You borrow judgment you can verify, and you still make the call.
How is this different from a recruiter?
A contingency recruiter is paid a percentage of salary when a seat gets filled. Our fee is flat, the evaluation is documented, you keep the Blueprint for every future hire, we stay with you until your hire completes their first 90 days, and there's a 12-month replacement guarantee on Alignment Engine placements where HireSphere sources.
Aren't you more expensive than a recruiter?
Sometimes, yes. A contingency fee is a percentage of first-year base: 15 to 25% on mid-level and director seats, and 25 to 30% on senior and VP seats (Talentfoot, Recruiterflow and JRG Partners, 2026). On a lower-salary seat that percentage can come in under our flat fee, and we'll tell you so on the call. If you already have the candidates, our interview packs start at 5 for $5,000, and the Hiring Strategy Blueprint on its own is $10,000.
Can you prove this works at our stage?
What we can show you today: written standards, documented interviews, a ranked top 3 with the reasoning, and the 12-month replacement guarantee on Alignment Engine placements where HireSphere sources. The method is structured behavioral assessment against written anchors. The 3 client stories above run from pre-revenue to about $6M in revenue, and the demo shows the deliverable itself.
We already have an internal recruiter.
Keep them; we're not a replacement for your recruiter. Your recruiter keeps sourcing; we add the written standard and the documented evaluation.
Is this AI, or actual humans?
A trained human evaluator makes every assessment. Software helps us analyze what candidates say and do, in the transcript and the work sample, against criteria written before the first interview. What is not analyzed by software: face, voice, tone, body language, eye movement or micro-expressions. You make every hiring decision.
What if the hire doesn't work out?
On Alignment Engine placements where HireSphere sources, there's a 12-month replacement guarantee. It is a replacement guarantee, not a refund. We use commercially reasonable efforts to present at least 2 qualified replacement candidates within 30 days of confirming eligibility, and we run the replacement search to the same standard as the original at no additional placement fee. We don't guarantee that any particular replacement will succeed, and you make every hiring decision. Full conditions are in the Service Agreement.
I need to talk it over with my co-founder, my partner or my board.
That's how this decision usually gets made. The ranked top 3 demo shows them what the deliverable is, and after your call we'll send them a short video before you talk it over.
What happens on the Alignment Call?
30 minutes with 1 of our 3 founders. The first half is understanding your situation. No deck, and prices come in the second half. Before we talk, we prepare the cost and time comparison on your seat; everyone leaves with the comparison and a simple plan for filling the seat, whether or not we work together. If we're not the right fit, we'll say so on the call.
What happens when you book
Book your Alignment Call
- Pick a time
- Tell us the seat, its salary band and your timeline
- We prepare the cost and time comparison on your seat
- 30 minutes with 1 of our 3 founders
If we're not the right fit, we'll say so on the call.
P.S. This isn't for you if you want someone else to make the hire for you. You make every hiring decision. We make sure you're choosing from a ranked top 3, scored against a standard you wrote down first.