Technical depth
Are they actually an AI engineer with strong machine-learning or data-science foundations — or did they build one chatbot and change their title?
Make the hire you’ll still be glad you made a year from now
We find and assess people for what happens after the interview: their ability to do the work, take ownership and succeed in the way your company actually operates.
- 10 years
- Technical recruitment experience
- 8 years
- Hiring across US and international markets
- 6 years
- Working with Seed to Series D startups
- 93%
- Offer acceptance rate
Recruiters based across the US, Canada and Europe · Search experience across every continent except Antarctica. So far.
The most expensive hiring problem is not an open role. It is hiring the wrong person.
A wrong hire can slow execution, consume leadership time, unsettle a small team and leave decisions that take months to reverse.
Discuss your hiring needsSlower execution
The role is filled, but the work still does not move.
Team disruption
One person can change trust, alignment and the way the entire team works.
Costly decisions
Choices that remain long after the hire leaves.
Lost runway
Salary, onboarding, management time and the cost of starting again.
Your team should not discover in the interview that the candidate was never right for the role.
Their time should go to choosing the right person — not filtering out mismatches that should have been caught earlier.
00 — PROFILE INTEGRITY
Before we assess fit, we assess whether the profile is real.
Fabricated identities, falsified experience and interview substitution can waste hiring time, expose company systems and create costly risk. Our Profile Integrity Framework is designed to identify inconsistencies before a candidate reaches your team.
In some AI talent pools we review, up to
8in 10
profiles show signs of fraud.
Communication
Can they explain a complex technical decision to a customer who does not care about the architecture — but is deciding whether to trust your product?
Startup ownership
Will they keep the work moving when requirements are incomplete, priorities shift and no one has time to design the perfect process?
Company match
Would you want this person beside you during a missed deadline, a difficult customer call or a product crisis?
Why founders and hiring leaders choose 4Recruiting
Yauheni KryudziukSenior Engineering ManagerI worked closely with Eugenia for two years as we scaled our global engineering team from approximately 10 to 40 engineers across multiple countries. She led full-cycle recruitment for highly technical backend roles requiring experience with high-load, large-scale distributed systems, while also helping us build the recruiting processes needed to scale.
Her work helped us increase our hiring velocity from 1 engineer per quarter to 3 to 6 engineers per quarter, while maintaining an offer acceptance rate close to 100% throughout our two years of working together. She understood complex technical requirements, operated independently, and was a true hiring partner in building both the team and the recruitment function behind it.
Bernabé RomeroSenior Product DesignerEugenia is a very talented recruiter. Our recruiting process had been taking longer than we wanted, but once Eugenia joined, we immediately started seeing strong candidates for our design team.
What I appreciated most was that she looked beyond skills and portfolios. She was great at finding people who also matched the culture of the company and the dynamics of our team, which made a real difference in building a team we genuinely enjoyed working with.
She helped us move the process forward much faster and ultimately bring in two great designers. I really enjoyed working with her and would happily do so again.
Andrew WilliamsonInterim Head of Product & Lead Product EngineerEugenia led full-cycle recruitment for our Product Manager and Product Operations roles, helping us hire 3 people in a short period: two Product Managers within one month and a Product Operations Manager. She understood the difficult balance we needed in our Product Manager profiles - strong product ownership combined with a technical background - and introduced strong, relevant candidates.
We achieved a 100% offer acceptance rate. All three were great hires, and one of the Product Managers was promoted within a year. I would recommend Eugenia to hiring managers who need to move quickly without compromising on hiring quality.
The right hire should remove a bottleneck, not create one
A few examples of how we’ve helped startups solve critical hiring needs and keep growing.
Full Stack AI Engineers
An early-stage company without an established employer brand needed engineers with genuine machine-learning, data-science or research foundations — within a startup compensation range.
Outcome2 hires in 3 months
RetentionBoth still with the company more than one year later.
Forward Deployed Engineering Team
The company needed client-facing engineers who could communicate clearly, travel to San Francisco and deploy solutions onsite with Big Tech customers.
OutcomeTeam built from 0 to 5 FDEs in 2 months
RetentionAll five are still with the company around a year after joining.
Global Engineering Scale-up
The company was scaling from 30 to 200 people and needed engineers across multiple countries with large-scale distributed-systems experience and strong company fit.
OutcomeTime-to-hire reduced from 3 months to 1 month
Result100% offer acceptance across two years of hiring.
We spend most of our lives at work — and who we work with matters most.
Eugenia FilipovichFounder, 4RecruitingSpecialist search across technical, product and business-critical roles
- AI
AI & Engineering
AI, machine learning, data science, backend, infrastructure and specialist engineering talent.
- FD
Client-Facing Technical Roles
Forward deployed engineers, solutions engineers and technical customer-facing talent.
- PX
Product & Growth
Product, go-to-market and business roles that shape company growth.
- LD
Leadership
Engineering, product and business leaders for high-growth organizations.
FAQ
The structure your team needs to make a confident decision. Ongoing monthly partnerships can also include interview coordination and reference checks.
- Role calibration
- Success profile and assessment rubric
- Market mapping
- Sourcing
- Candidate outreach
- Qualification
- Communication and ownership assessment
- Compensation guidance
- Offer support
The context we build does not disappear when the role closes. It becomes the starting point for the next search.
- Search calibration
- Define what this person must accomplish, which capabilities are essential and which trade-offs are acceptable.
- Market mapping
- Identify realistic talent pools, target companies and market constraints.
- Targeted outreach
- Approach relevant people with context that reflects the role and the company.
- Qualification
- Assess capability, motivation, communication, ownership and fit with the company’s operating environment.
- Process management
- Maintain momentum, keep feedback aligned and surface risks early.
- Offer support
- Align expectations, navigate the offer and support the close through acceptance.
US direct hires, with international options when the role or talent market calls for them.
- US direct hire
- Permanent employees hired directly by the client’s US entity.
- International contractor
- Specialist talent engaged outside the US through a contractor model when it fits the role and operating structure.
- EOR-supported hire
- International employees hired through an Employer of Record when local employment is the better long-term option.
AI and high-growth technology startups making specialist and foundational hires. Seed to Series D companies building and scaling core teams. US companies hiring in competitive or specialist markets.
- Not the right fit
- We may not be the right partner when the priority is receiving the highest number of resumes in the shortest time.
We can start with a single search, learn how your team operates and decide together whether broader support would be useful. Further work should follow only when it makes sense for both sides.
Hiring someone you need to get right?
In a 30-minute conversation, we will clarify the role, understand the hiring context and determine whether we are the right partner for the search.
If we are not the right partner, we will tell you directly.