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Our Product, tech and data practice is led by Jordan Shlosberg, a former founder who scaled a SaaS company to 300 people.
Every candidate completes a thorough assessment (Values interview, coding interview and reference calls) before you receive their bio.
We’ve helped some of the most ambitious companies hire incredible talent across our three practice areas.
Senior data engineer
C++ Sytems Engineer
VP Marketing
Parking Tech | Seed
Head of operations
Engineer
Senior FE engineer
Creative Director
Sales executive
Multiplayer engineer
Full-stack engineer
Chief of staff
Art designer
Senior data engineer
C++ Sytems Engineer
VP Marketing
Parking Tech | Seed
Head of operations
Engineer
Senior FE engineer
Creative Director
Sales executive
Multiplayer engineer
Full-stack engineer
Chief of staff
Art designer
Python engineer
Design Director
Lead marketeer
Producer
Product Manager
PHP Engineer
Data scientist
Blockchain marketing
Senior Devops
Biz dev manager
Head of engineering
Customer operations
QA Engineer
VP Engineer
Unreal engineer
Head of salesforce
Unreal engineer
Exec assistant
Game designer
Director of IT
Product manager
VP Engineering
Founder/CEO
Producer
UI/UX designer
VP Marketing
Head of salesforce
Unreal engineer
Exec assistant
Game designer
Director of IT
Product manager
VP Engineering
Founder/CEO
Producer
UI/UX designer
VP Marketing
Head of salesforce
Unreal engineer
Exec assistant
Game designer
Director of IT
Product manager
VP Engineering
Founder/CEO
Producer
UI/UX designer
VP Marketing
The ideal product person is characterized by a deep understanding of customer needs, a passion for product development, and a strong technical background.
Central to this role is a blend of effective communication skills and data-driven decision-making, coupled with robust business acumen.
Our thorough process includes interviews that only the most astute product professionals can pass
McKinsey research suggests that the best software engineers are eight times more productive than average engineers.
Our experience leads us to agree. Our hiring process for software engineers includes a values-based assessment, technical assessments by third-party CTOs, and reference interviews conducted early.
Clean and accurate data forms the basis of exceptional software products.
Data teams are increasingly required for products that require huge data streams in order to provide client value.
Our data practice spans data scientists all through to software engineers that can build and maintain ETL pipelines
Tech recruiting isn't just about finding developers who match the resume. Product and technology is an art as much of a science and it takes an exceptional mind with phenomenal values to be a great engineer.
If you just want 'a developer', we aren't your partner.
Our tech recruiting process requires an understanding of your vision so we can accurately target the right people and sell them your story.
This is why we have an 89% candidate acceptance rate vs 66% for the market
Together, we define who your ideal persona is, where they may come from, and what software stack that they would excel at.
When it comes to product specialist it really matters what types of products the candidate feels comfortable with, whether it's technical APIs or beautiful UI
We reach out to candidates with custom messaging.
This is the only way to break through the noise as your competition try to hire the same talent.
Before we get into the technical aspects of a candidate's experience, we first ensure that the candidate has the right values and ethics to excel at your company.
This is often overlooked in favour of simple tech keyword matching.
We don't just take the resume for granted, we test the candidates on real-world skills.
Product executives are given a product interview that tests them on their understanding of their customers, their closeness to the product, and their ability to stakeholder manage, culminating in a number of exercises.
We test the technical abilities of software engineers by using our network of CTOs who provide a bespoke technical interview for each process.
We believe that references are as important as interviews.
A great way to understand an engineer's skill is to ask their colleagues!
We conduct reference calls early in the process.
Each candidate goes through an executive search level of diligence before being presented to you.
That way, you save a huge amount of time, interviewing only the very best.
We look after the candidates throughout the entire process, making sure their experience is at an exceptional level, regardless of whether or not they get the job.
Previously, I founded a tech company and grew it to 300 people and $40m in revenue. Now I want to help other ambitious founders do the same.
When I started that business, I didn't understand the importance of hiring great people. I made a lot of mistakes and ended up working a lot more than I needed to.
With a lot of research, support and trial & error, I built a hiring process based on hiring the top 1% of talent.
The business grew faster, my 30-person engineering team had a <5% annual churn and I finally got some spare time.
Founder & CEO
My last company wanted to build up an office in a new country. I took on the challenge, and two years later we had a multi-million dollar business, 120 employees, and the highest profitability in the company.
Founder & COO
£1k p/month
+9% p/hire
£750 p/role p/m
+10% p/hire
£2,000 p/role
How much does your service cost?
For short-term startup tech recruiting projects, we charge a flat rate of 12% of each hire's first-year salary.
This declines when the candidate volume is higher
Berg Search has startup recruitment professionals with experience across functions.
We split our hiring teams into three practices
Our PTD practice contains a number of functional specialists who hire for these roles constantly.
Berg Search believes in long-term relationships, great service, and fair pricing.
Berg Search works almost exclusively with growth companies. This is because the types of people who succeed in growth companies are very different from those who succeed in enterprise companies.
We believe in specialising our interview and assessment approach to those specific candidates.