Careers at HQ Career
We Are Intentionally Small.
There Are No Open Roles Right Now.
Every active search is run personally. That's not a constraint we're working around — it's the point.
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Current Status
One Person Runs Every Search. By Design.
HQ Career was built on a specific premise: that the reason most reverse-recruiting services fail their clients is delegation. The person who closes the sale hands the work to someone else — a junior coordinator, an account manager, an offshore research team — and the quality collapses with it.
The 12-client ceiling exists because of that premise. Twelve is the number at which one person can run every search personally, maintain real knowledge of each client's situation, and produce outcomes worth charging for. Thirteen would require delegation. We're not willing to do that.
Which means: we're not hiring right now. Not for account management, not for coordination, not for research support. The model doesn't require it at current scale — and scaling is not the goal.
If that changes — if the model evolves in a direction that permits bringing in someone without compromising client quality — this page will be the first place it's posted.
What a Future Role Here Would Look Like
If HQ Career ever brings someone on, it won't be for a traditional staffing or recruiting role. It would be for one of three narrow functions:
- Research & intelligence — building and maintaining the pattern library that feeds the 10-Dimension Fit Score. Sourcing cultural signals, Glassdoor analysis, LinkedIn tenure data, compensation benchmarks.
- Operations & systems — the infrastructure that runs under the search: the scan agent, the HITL interface, the ATS integrations. Technical background required.
- Client-facing search support — eventually, if we expand capacity carefully. This would require someone who can run a search with the same judgment and discretion as the founder. That's a high bar, and we'd rather wait for the right person than fill the seat.
Any of those roles would be contract-first, remote, and evaluated on outcomes — not hours logged.
Who Fits Here
What We'd Be Looking For
Not a job description. A set of convictions that would make someone good at this work.
Discretion over visibility
Everything we do is in service of the client's confidentiality. We don't post about placements. We don't name clients publicly. We treat every engagement like a law firm treats a case file.
Judgment over process
We have a methodology — but the methodology is a starting point, not a script. Every search is different. We expect the people who work here to think, not just execute.
Outcomes over activity
We don't measure applications sent. We measure placements made, offers improved, and clients who re-engage. If the number goes up without the outcomes improving, the number is wrong.
Small by conviction
The 12-client cap isn't a phase we're growing through. It's the operational constraint that makes the service possible. Anyone who works here believes that deeply.
Stay on the Radar
No Open Roles. But the Door Isn't Closed.
If you have a specific background relevant to the research, operations, or search-support functions above — and you're willing to wait for the right moment rather than the next available slot — send a note through the contact page. No resume required. One paragraph explaining why you'd be good at this and what you'd want to do here.
We read everything. We respond when there's something worth responding to. We won't keep you in a pipeline — that's not a system we run for candidates any more than we'd want it run on us.
Send a Note →Use the subject line: "Expression of Interest — [your function]"
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