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
No success feePlacement fees pay for a close. You need a match.
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.
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.
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.
A studio built on one idea.
The partner who always shows up.
On every search, for the team hiring and for every person we invite. Here is what we believe, how we work, and the questions teams ask before the first call.
Why we work the way we do.
For you, that is a partner who finds the right match, every time, in the moment.
Meet every search in its moment, and cast it fresh, with care for both sides of the match.
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.
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.