How it works

The thesis

Existing high-end headhunters source resumes. We source signal. A senior options trader vouching for a peer at a different firm is information no LinkedIn search can replicate. We pay the people with that information a real share of the placement fee, and we cap nominations at 3 per year per nominator — quota replenishes every January 1, plus a credit back for each candidate we place. Scarcity is the point.

The economics

For every successful placement, the fee splits three ways. The nominator share is 30 to 40% of the fee, the recruiter share is similar, and OpenSignal keeps 20 to 30%. Placement fees typically run 20 to 30% of the candidate's first-year comp.

Exact split is fixed per placement and disclosed before any nomination is acted on. Paid via bank transfer within 5 to 10 business days of fee clearance from the employer (typically 30 to 90 days after the candidate's start date). 1099-NEC issued at the first payout.

What happens after you submit

1. 1. We get your nominations. Hannah, our recruiting cofounder, personally reviews every name. You hear back within 10 business days.
2. 2. We reach out to each nominee individually. You do not need to notify the nominee yourself — we handle the outreach. We mention you only with your permission. Nominees can opt out at any point with no follow-up.
3. 3. If a nominee is interested, we match them to a live mandate. The employer is blinded to the nominator. Your name is never used as part of a pitch to the candidate or the firm.
4. 4. If a placement happens, you get paid. W-9 collected at signup. Payment is wired within 5 to 10 business days of fee clearance from the employer (typically 30 to 90 days after the candidate's start date). 1099-NEC issued at the first payout.

Compliance

• Non-solicit + restrictive covenants are on you. You are responsible for compliance with any non-solicit or restrictive covenant you are a party to (current or past employer). If you are unsure whether a specific nomination is clear, contact us after submitting — we will pause that nominee and review with counsel before any outreach.
• Blinded employer. The employer is not told who nominated a candidate, full stop.
• 90-day clawback if the candidate leaves. Standard for the industry. We disclose this before any payment.
• In-house counsel. One of our cofounders is an employment attorney representing talent. The compliance posture is real, not marketing.

FAQ

What if my nominee never gets placed?

No harm, no payment. Most nominations do not turn into placements; that is normal for any recruiting process. We do not penalize you for nominations that do not convert.

Will my nominee know I nominated them?

Only if you tell them, or if you grant us permission during the vetting call. Our default is to reach out without disclosing the nominator.

What stops me from nominating people I do not actually know?

Practically: nothing. But low-signal nominators get deprioritized fast, and we cap quotas for sources whose nominations do not engage or convert. Your reputation in the network compounds.

What about my own current or former employer's non-solicit?

You are the responsible party — we do not legal-review your contracts. If you are uncertain whether nominating a specific person is OK, submit anyway and ping us; we will pause that nominee and review with counsel before any outreach.

Why is OpenSignal different from the headhunter who has been emailing me for years?

Headhunters source candidates and bill the employer. Most do not pay anyone for the introduction. We restructure the entire P&L so nominators are paid what their information is worth.