Pana Partners
RollingA recruiting studioNow casting

Every search is a moment.
We meet it.

We are matchmakers for founders, operators, and venture-backed teams. Every search is cast fresh, from the director to the crew.

  • AI casting desks in the lab
  • A Pana director on every search
  • No success fees, ever
Book a call See how a search runs
Teams our directors have hired for
Why we exist

Placement fees pay for a close. You need a match.

20–30%Typical agency fee, of first-year salary
0% on the hirePana, on every search
The agency

Paid when you hire, so speed beats fit.

A contingency fee rewards the fastest yes, and the search behind your shortlist stays out of sight.

The stack

Software that tracks a search nobody is running.

An ATS, a sourcing tool, an AI add-on. They organize a pipeline. None of them studies your market or writes to a person.

The early hire

A full-time recruiter before the plan is set.

Months to ramp, a salary to carry, and one person standing between you and your most important hires.

Recruiting as a service

One studio. The whole search. No success fee, ever.

A success fee pays for any hire, so it rewards the fastest one. We never charge one. You pay a fixed fee or a retainer, and the only thing we chase is the right match.

Then you watch us earn it: the market map, the pool, every note, and every screen, live in one hub you can open at any hour.

Have an ATS?We also work inside the systems you run, under your name.

What we cut. What we add.

Cut
  • Agency fees of 20 to 30% on every hire, plus retainer or container fees
  • A full-time salary before the plan is set
  • An ATS tracking a search nobody runs
  • Sourcing tools that never write to a person
  • AI add-ons with no one directing them

You keep the fee, the licenses, and the salary.

Add
  • Bespoke curators who learn how your team thinks and your company runs
  • An engine built on how we recruit
  • A pool cast fresh for this role
  • Every take, live in one hub
  • A director pulling every string

You get a studio it would take years to build in house.

Team Fixed fee or retainer.
Nothing on the hire.
How a search runs

Watch your search happen.

We produce and we direct, the engine runs the volume, and you can watch every scene at any hour. It is your movie, so every casting call is yours.

EngineDirectorYou
The Breakdown

We study your world first.

Your company, your market, and the people who do this job well today.

EngineDirectorYou
Casting

A pool curated for this moment.

Built for your role, then calibrated with you before anyone hears from us.

EngineDirectorYou
The Trailer

A posting that sells the role.

Branded for you and written for the person you want to meet.

EngineDirectorYou
Open Call

Notes written for one person.

Never a blast. Your network and ours are asked for introductions from day one.

EngineDirector
Dailies

Screens written up the same day.

A Pana director talks with every candidate and hands you the evidence.

EngineDirectorYou
Second Unit

Every candidate treated like a headliner.

We organize every conversation and curate the whole experience, even when the role goes to someone else.

DirectorYou
Final Cut

A shortlist, with our read.

We recommend and we push back, with the evidence behind every name.

You
Your Call

Your movie. Your casting call.

We produce and we direct. You choose who joins the cast.

Dailies, delivered

The screen stays with us. The portfolio comes to you.

After every screen, the hiring team gets a Candidate Portfolio Summary the same day: who they are in one line, the moment that made them, the logistics that decide fit, and our read. One page, one minute, then take the call or pass.

Quinn WhitfieldCustomer success lead Purrfect Pet Insurance · support manager Hairball Labs · barista Bean There
Sample

I once saved a renewal from a parking lot, on speakerphone, in a thunderstorm. The customer stayed. So did I, for about an hour.

Where

Austin, TX. Three days in the office: a yes, if the cold brew stays.

Comp

$150K to $165K base, as stated. One deal breaker: 6 AM standups.

Experience
Purrfect Pet Insurance2022 to nowHairball Labs2019 to 2022Bean There2016 to 2019
Highlights
  1. Cut churn by a third.Moved 400 accounts to quarterly reviews; logo churn fell from 12% to 8%.
  2. Built the team from one.Hired and trained nine CSMs in eighteen months, none lost to a rival.
  3. Wrote the playbook.Onboarding went from 40 days to 19, in a doc people still open.
  4. Speaks fluent customer.Ran the advisory board; three ideas from it shipped as features.
What the hiring team is looking for
  • StrongRetention instinctCustomers firstSpots a churn risk two quarters early and calls before the customer does.
  • StrongBuilds teamsGrow peopleNine hires, nine still there, two promoted.
  • SolidData fluencyShow the workRuns health scores in Looker; wants a cleaner CRM, and said so.
  • WatchMorning meetingsOwn it"Anything before seven is a crime scene." We would ask.
  • UntestedBoard storytellingThink bigThe founder conversation tests this.
Where Quinn fits
Head of Customer SuccessThe role as written: retention, team, playbook.
VP Customer, if it opensThe ceiling is higher than the title.
Candidate Portfolio Summary
The work, by the numbers

Proof comes from the work.

100+

hires since 2022, from founding roles to executive searches

75%

of the candidates we screened went on to meet the hiring team

34

finalist portfolios in 26 days, for one team hiring seven roles

Quality, not quantity.

We map the whole market, then invite only the few who fit. Fewer notes, better people, and a conversation worth having with each one.

  1. The market, mappedEveryone who can play your role well, today
  2. The curated poolCalibrated with you before anyone hears from us
  3. Personally invitedNotes written for one person
  4. Your finalistsEvery one with our read

Reply rate 1.5x the industry

30%
Industry
19.6%

Interested replies 2.4x the industry

18%
Industry
7.4%

Industry: Ashby Talent Trends Report, 500,000+ sourcing sequences, 2022 to 2024. Interested is its 37.7% interest rate on a 19.6% reply rate.

Matchmakers with a scientific twist

An engine built on how we recruit. A director pulling every string.

We built our method into an engine of AI casting and hiring desks: how we read a company, calibrate a pool, write to a person, and weigh a fit. It works only the way Pana recruits, and a Pana director orchestrates every move.

The Pana engine

The casting desks

  • Maps the market
  • Drafts and checks every note
  • Keeps the record
  • Learns from every search
A Pana director

The strings

  • Reads every candidate
  • Holds every conversation
  • Recommends with a reason
You

The greenlight

  • Meet the finalists
  • Make the final call
  • It is your movie

We never sell a candidate. We look for the match, and every search teaches the engine what a match means for you, so the next one starts smarter.

The match takes two

Here is your part. We make every step easy.

Agreed before outreach starts. If a missed step is costing you the match, we will say so plainly.

1

Intake

An hour with the hiring manager, then a calibration on the first pool.

2

Feedback

Yes, maybe, or pass on every candidate, inside the window we agree.

3

Decisions

Named owners for each stage and for the offer.

4

Time

Interview slots held each week. We book them and send the prep.

5

Network

Three to five people you trust, asked for introductions. We write the note.

The Pana way

Why we work the way we do.

Pana means a friend who has your back. For you, that is a partner who finds the right match, every time, in the moment.

Mission

Meet every search in its moment, and cast it fresh, with care for both sides of the match.

Vision

Every team finds its lead. Every lead finds their team.

Meet the moment

Every search is a moment in time. The right person is out there now, and we go meet them before it passes.

Cast fresh, every time

Every pool is built for this role from a profile, never pulled from a database, and the stage door stays open to everyone.

A match made for both sides

Paid for the work, never the hire, so the only ending we chase is the right one.

Every candidate is a headliner

We treat every person like the star of the picture, from the first note to the last, even when the role goes to someone else.

We are your Pana

We recommend, we push back, and we say when something will cost you the match.

Always in the lab

Scientists of the match, never salespeople. Each search sharpens the next.

Questions

What teams ask before the first call.

What is recruiting as a service?

One Pana team runs your whole search: the research, a pool curated for your role, the posting, personal outreach, screens, and the shortlist. It covers the work an internal recruiter, an ATS, a sourcing tool, and an agency would split between them, for a fixed fee or a retainer.

How is Pana priced, and is there a success fee?

Every search is priced as a fixed fee or a retainer, agreed before outreach starts. Tell us the role and the date, and we will show you what it takes. There is no success fee and no percentage of salary, ever, so nothing is due on the hire.

Why doesn't Pana charge a success fee?

A success fee pays for any hire, so it rewards the fastest one. Agencies typically take 20 to 30% of first-year salary at the close. We are paid for the work, never the hire, so the only ending we chase is the right match.

Who does Pana work with?

Founders, operators, and venture-backed teams making key hires, from founding roles to executive searches. Teams without a recruiter get a whole search team, and teams with an ATS keep it: we also work inside the systems you run, under your name.

How quickly does a search start?

Research starts the week we sign. We study your company and your market first, then calibrate the first pool with you before anyone hears from us.

Can we see the search while it runs?

Yes. The market map, the pool, every note, and every screen live in one hub you can open at any hour. After each screen, the hiring team gets a Candidate Portfolio Summary the same day: one page, one minute, then take the call or pass.

How does Pana use AI, and who talks to candidates?

Our AI casting desks map the market, draft and check each note, and keep the record. A Pana director reads every candidate, holds the conversations, and recommends with a reason. You meet the finalists and make the final call.

What do you need from our team?

Five things, agreed before outreach starts: an hour of intake with the hiring manager, feedback on every candidate inside a window we set together, named owners for each stage and the offer, interview slots held weekly, and three to five people you trust to ask for introductions. We book the interviews, send the prep, and write the intro notes.

Connect

Tell us the role and the date. We will show you what it takes.

Fixed fee or retainerNothing on the hireResearch starts the week we sign
Book a call
Or write to us: hello@pana.agency

Start a conversation

A Pana Partners production

Your next key hire

Directed by a Pana director Crew the Pana engine Casting curated for this moment Produced with you Fees fixed or retainer, nothing on the hire

Pana Partners

Every search is a moment. We meet it.

A recruiting studio for founders, operators, and venture-backed teams. No success fees, ever.

Explore

Services

  • Recruiting as a service
  • Founding and executive searches
  • Embedded in your ATS
  • Super connector introductions

Contact

  • hello@pana.agency
  • (305) 204-3672
  • Miami, Florida
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