remaking engineering recruiting

for modern work

"Refactoring is a controlled technique for improving the design of an existing code base. Its essence is applying a series of small behavior-preserving transformations, each of which is 'too small to be worth doing.'​ However the cumulative effect of each of these transformations is quite significant."​ –Martin Fowler

Recruiting isn't rocket science, but it takes thoughtfulness to do it well. The "behavior-preserving transformations"​ Fowler mentions are key: I never get short-sighted and focus on "closing a deal" and I believe that injecting sales tactics into an already delicate process is always harmful. Whichever side of the hiring/interviewing equation you're on, you face risk. The task of an ethical, effective recruiter is to mitigate risk, keep all parties reasonable and communicative, provide accurate and useful information, and to leave the ultimate decision to the candidate and the hiring team.


About Us

Experienced, empathetic recruiter. Interview process wonk. Obscure movie buff. Has helped ~300 engineers land good jobs.

Matt Hoffman

Founding Partner

Mike brings twenty years of experience in the staffing and startup space. He has had Executive Recruiting and TA Leadership roles at high growth startups in series A to series D funding rounds, two of which were “Unicorns”. He’s overseen an average of 200-400 hires per year at the startups he has led. His teams have been responsible for recruiting executives for Fintech, Security, Martech and Web 3 Blockchain Gaming industries and hires in Marketing, Product Marketing, Demand Generation, Product Management and SaaS sales roles.
For fun, Mike has been improvising in Chicago for over twenty years and performed at the now defunct Playground theater with his longtime improv team, “Mustang Repair”. When he tells people he was an improviser they often ask him to “say something funny”, and his response, “I’m not your monkey” appears to do the trick.

Mike Dwyer

Principal Consultant

We do this job because we believe the engineering community is a bunch of very smart, optimistic, giving people building great things that benefit us all. We love the imparted learning and shared wins that come from framework and community driven development. Unfortunately, this cohort of good people doing good things is subject to a terrible process: stale, sales-driven tech recruiting. We think we have an alternative.

Modern Work


Recruiting isn't rocket science, but it takes common sense and good intentions to do it well. We 'remake' technology recruiting by focusing on two things:

Candidate Experience

We vet and test a curated roster of opportunities, coach folks through the interview timeline, offer our candidates tools to make thoughtful decision on offers, and help negotiate those offers, too!

What do we mean, by “Candidate Experience”?

Too often in hiringland, folks get things wrong: they act like they’re doing you, a candidate for their job, a favor by talking to you at all! Traditional agency recruiters aren’t innocent of the attitude either; many treat their candidates like a commodity. We started Re-factor because we recognize this misstep as where recruiting goes off the rails. For us, the candidate is the client, and helping them is what we do.

Ok, great! How do we manage that?

Our approach to Candidate Experience is informed by a few strongly held beliefs: 1) our own self-interests matter very little in the scheme of things and the focus should always be finding the best possible job for the person we're working for 2) we best serve our hiring partners by, first, ensuring a great landing for our candidates 3) for candidates, starting a job search only makes sense if there's a career-problem to solve. 4) Timing is yours to decide: we'll help you search whenever it makes sense for you, not us.

How do you know this isn't just marketing?

Well, you don't unless you know someone we've helped before or you've talked with us. Give us a shot. We're happy to prove it to you ;)

We do, however, make several fundamental promises to everyone we work with:

  1. We won't "sell" jobs.
  2. If we're not adding value and context to your search, you should fire us.
  3. We will always advise but you will always decide how your search is handled.
  4. We're experts with deep, diverse experience that encompasses all perspectives of the engineering hiring conundrum.
  5. We're technical. We will get it when you share difficult problems you've solved. We will understand what you mean when you describe opportunities that fit well for you.

Some folks we've helped get hired

Jordan Orelli

Jackbox Games

Sunah Suh


Matt Kornatz

One Design Company

Loren Velasquez


Chris Moylan


Alex Bugosh


Kevin Goetsch

Home Chef

Client Experience

We bring 30 + years of experience building tech companies and cultivating strong relationships to quickly and seamlessly hire the best fits for your team and org. We can “see around corners” and share what we have learned through our experience navigating the ambiguity inherent in building and shipping software products in high growth start-ups.

An entire recruiting team without the overhead.

Most early-stage companies aren’t ready for a full in-house recruiting team. But in order to grow they’ll have to do the work of one.

Recruiting Challenges From Seed To Series G

  • Limited time and resources for recruiting
  • Lack of Brand Recognition
  • Limited/No Recruiting Tools
  • Limited or no recruiting expertise
  • Exhausted internal referrals
  • Need specific talent
  • Can’t afford to misspend interview teams’ time

You only spend your time speaking to pre-screened qualified candidates - we handle the rest

  1. Benchmarking & Hiring Strategy

    Receive compensation benchmarking, hiring strategy alignment, and best practices based on years of real placement data and execution

  2. Recruiting Tools

    Not ready to invest in recruiting tools? We have the tools, subscriptions, software and systems for effective hiring

  3. Attract Quality Candidates Via a Decades-in-Development Network

    Year over year, 60-70% of our placements are referrals so we likely already know folks you’d be interested in hiring

  4. List Building, Sourcing & Initial Screening

    We do all the list building, sourcing and initial screening to augment our network and to minimize diversion of important resources from your team

  5. Pre-screened Qualified Candidates

    Save time by only speaking to pre-screened qualified candidates

  6. Submittal to Start Candidate Follow and Beyond

    We’ll be in touch with your hiring team with helpful context around candidate interviews and activity from the submittal all the way through to their successful onboarding within your team.

Seniors to Principals to C-levels in the following tech org verticals:

  • Software Engineering
  • Product
  • Product Marketing
  • Demand Gen
  • SaaS Sales

Some folks we've helped hire

Dan Rumney


Ed Earley


Amanda Lannert


Matt Pulley

Home Chef

Gabe Lerner



Remote • Madison, WI • Chicago, IL
(312) 543 3979