Stop hoping new hires will gel

Think about it: you already pay referral bonuses to get employees to recruit former colleagues—one at a time. Why not get both people now, together, with chemistry already proven? The data backs this up: 75% of employers admit to hiring the wrong person (SHRM), 46% of new hires fail within 18 months (Leadership IQ), and Google's Project Aristotle found psychological safety accounts for 43% of team performance. When you hire a team, you skip the Enneagram tests and trust falls—you get real chemistry, already built.

This is the elephant in the room, so let's address it directly. Teams leave because of mutual dissatisfaction—bad leadership, lack of growth, cultural problems. Only about 20% of job changers are "mercenary hoppers." Most people just want a better situation and will stay when they find it. Teams that choose to move together are making a deliberate choice—they're not running from something, they're running toward something. Give them what they came for, and they'll stay.

Browsing teams and initial exploration is completely free. We charge a success fee only when an acquisition is completed—you pay nothing until you find the right fit. Compare this to the average cost of a bad hire: $240,000 (SHRM), plus all the money you spend on personality tests trying to manufacture the chemistry these teams already have. No credit card required to get started.

Every team goes through comprehensive verification: background checks, reference validation, track record documentation, and performance history review. We verify team composition, years working together, and documented achievements. This matters because 89% of hiring failures are due to poor culture fit, not skills (LinkedIn)—and team chemistry is something you can actually verify, unlike individual "culture fit" guesswork.

Three stages: (1) Discovery & matching—define your needs and browse verified teams (1-2 weeks). (2) Confidential conversations & due diligence—evaluate fit, check references, assess culture alignment (2-4 weeks). (3) Negotiation & integration planning—finalize terms and prepare for onboarding (2-4 weeks). This follows the four-stage framework documented in Harvard Business Review research.

Technology & AI, Financial Services, Law, Consulting, Healthcare, and Private Equity. In 2024 alone: Microsoft paid $650M to hire Inflection AI's team, top 50 law firms hired 900+ partners laterally, and Polsinelli executed the largest law firm group move of the year (47 lawyers). Liftouts happen wherever team expertise and relationships drive value.

Research shows intact teams integrate faster because they skip the forming-storming-norming phases (Tuckman's model) and start immediately at the performing stage. We track integration success for 12 months. If issues arise within the first 90 days, we work with both parties to find solutions and provide integration support.

Absolutely. Companies can explore teams discreetly without competitors knowing. Information is never shared without explicit consent, and all conversations are NDA-protected from the first interaction.

Teams range from 2-person partnerships to 20+ person departments. Common profiles include: AI/ML engineering teams, investment banking groups, law firm practice teams, consulting units, research teams, and creative groups. All have documented track records and verified tenure working together.