ScaleToday
Engineering
Full-stack, backend and mobile engineers used to shipping against a roadmap they help shape. Assessed on real code review and a paid trial task, not a whiteboard round.
The fastest-moving teams still depend on people who work without supervision.
ScaleToday places exceptional remote talent with early-stage startups, founders and companies: short-term when you need a gap closed, long-term when you need someone to own it.
Hire the operator, not the hours.
Every placement is someone who can take an ambiguous problem, decide what to do about it, and report back with it finished. You brief the outcome; you do not manage the day.
How we vetScaleToday exists because early-stage teams cannot afford a management layer around every hire.
A founder's scarcest resource is attention, not headcount. We select for judgment, written communication and follow-through, so the people we place absorb work rather than create it. You stay the one deciding what matters; they handle getting it done.
Talent
Roles we place.
Each function is sourced against its own bar. We do not keep one general pool and relabel it to fit the brief.
Design
Product and brand designers who can run discovery, make the call and hand over build-ready work. Portfolio reviewed for decisions and constraints, not only for finished screens.
Growth and go-to-market
Operators who can run outbound, lifecycle or paid channels end to end, and who will tell you when a channel is not worth the spend rather than keep it running.
Operations and support
Finance ops, people ops and customer support who document as they go, so the process survives the person and the next hire inherits something real.
Engagement models.
The same bar applies to every model. What changes is how long the person stays and how much of the function they own.
Short-term
Weeks, scoped
A defined piece of work with a start and an end: a migration, a launch, a backlog cleared before a raise.
Long-term
Months, embedded
Someone who joins your standups, holds a function and is treated as part of the team rather than a vendor.
Fractional lead
Part-time, senior
A senior operator a few days a week, for when you need the judgment of a head of function before you can fund one.
Team pod
On request
Two to four people who have worked together before, placed as one unit with a single point of contact.
How it works
Four steps, no retainer to start.
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01
Scope the outcome
A call to write down what the person must own, what good looks like in ninety days, and what they will be trusted to decide alone. That brief is what we recruit against.
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02
Shortlist against it
You see a small number of candidates, each with a written note on why they fit this brief and where they are weaker. We would rather send three considered profiles than thirty.
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03
Paid trial task
Before any commitment, the shortlist does real work from your backlog, paid. You judge the output and the communication that came with it, not an interview performance.
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04
Embed and step back
They join your tools and your rhythm. We stay reachable for the first month, then get out of the way. If it is not working, you tell us and we replace, not renegotiate.
Tell us what you need owned.
Send the problem rather than the job title. If we do not have the right person, we will say so on the call instead of putting someone forward.