SaaS Recruiting for Companies Shipping Faster Than They Can Hire

The whole org chart. Engineering, platform, data, and security on the technical side. Product, design, and QA on the build side. Sales, sales engineering, customer success, marketing, and revenue operations on the go-to-market side. Plus the finance and business operations roles that keep a growing software company from tripping over itself.

Both, and the difference drives everything. A ten-person seed company and a Series C scale-up need genuinely different people, even when the title is identical. Early-stage hires need range and comfort with ambiguity. Later-stage hires need depth and the ability to build process. We calibrate the search to your stage instead of running one playbook at everyone.

Both, and we'd argue you shouldn't split them across two agencies. Plenty of technical recruiters can't credibly evaluate an enterprise AE, and plenty of sales recruiters can't tell a strong platform engineer from a mediocre one. We cover the full org chart, which means one partner who understands how your product and revenue teams actually need to fit together.

Faster than a job post and a hope. Because we work from an existing network instead of starting cold, most searches produce a qualified slate quickly. Actual timing depends on the role, the market, and how narrow the requirements are. Tell us the position and we'll give you a straight answer on what's realistic before you commit to anything.

Contract means the professional works on your team but sits on our payroll, ideal for launches, migrations, and defined-scope projects. Contract-to-hire is the same setup with a built-in path to convert them once you're confident. Direct placement means we run a full search and they join you as a permanent employee from day one.

Yes, and it's most of what we do in SaaS now. We recruit nationally and we're used to distributed hiring: comp banding across markets, time zone overlap, and screening for whether someone has actually worked remotely well versus just done it during a lockdown. Local presence, national footprint.

Both. Catch is headquartered in Mount Pleasant, SC and we know the Southeast market deeply, but we recruit and place nationally. If you're hiring in a market we haven't worked yet, tell us and we'll be honest about what we can do.

We go past the resume. That means digging into the actual stack and architecture they've worked in, understanding the size and stage of their previous companies, and pressure-testing what they personally owned versus what their team happened to ship. For go-to-market roles, we look at real quota attainment, deal size, and sales motion. Then we check that they fit your culture, not just your requisition.

It depends on the engagement model and the role. Contract staffing is billed at an hourly rate that includes wages, burden, and our fee. Direct placement is a fee based on the hire. There's no cost to have the first conversation, and we'll walk you through the numbers before anything gets signed.

We stand behind our placements. Direct placement engagements include a guarantee period, and on contract engagements we can swap talent if the fit isn't right. The specifics get spelled out in your agreement, and we'd rather over-communicate on this upfront than surprise anyone later.