The Hiring Exchange delivers one main service and that is recruitment with understanding, and we do that by screening candidates who want to look at your jobs and because we’re just getting started we’re running a small founding cohort to set the bar for what high-intent hiring should look like. We’re limiting it to companies we believe in, and we’re locking in a permanent rate.
For the first group:
- Founding Partner badge
- Priority role placement in demo day agenda
Guaranteed 1:1 feedback after first cohort
We believe that hiring breaks when you optimise for volume. This is a small, curated hiring market for companies’ people actually want to work at. This is why we’ve decided to keep our founding cohorts group limited to between 5–10 companies.
We also want to be plainly honest with you from the start so, we truly believe that this is not for you if:
- You’re looking for the cheapest way to generate as many applications as possible.
- You prefer hiring based on CVs alone rather than real conversations and mutual fit.
- You’re not prepared to actively engage with candidates during a live Demo Day.
This is for you if:
- You’re tired of reviewing hundreds of CVs to find a handful of strong candidates.
- You want candidates to understand your team, mission, and role before the first interview.
- You value hiring for long-term fit, not just keyword matches on a CV.
So, to recap how it actually works (no abstractions)
- We curate companies live
- Candidates are screened for intent + skill
- Live demo day happens
- Conversations happen live
- Hires happen (or not)
Above all else we want you to remember that this is not a careers page – We provide you with a Living Company Profile. This
Includes:
- Recorded demo day presentation (For displaying on THE website between demo days
- Team structure + decision-making norms
- Examples of real work (PRs, specs, designs, sales motions — sanitised)
- Role-specific 90-day ownership plans
- Ongoing updates between demo days
This stays live between cohorts and compounds value over time. You get a
High-Intent Candidate Room
- Candidates are screened for:
- Skill relevance
- Hiring intent (actively exploring, not browsing)
- Candidates don’t apply — they engage
Founders and hiring managers talk directly to people they’d actually work with.
Founding cohort companies:
- Help shape demo day format
- Influence screening criteria
- Get early access to new features
- Optional: featured case study once they hire