Hire faster. Hire sharper. Pay less.
Sesto AI blends AI-native recruiting systems with senior recruiter judgment to cut time-to-hire by 60% while raising candidate quality.
Differentiator proof
Four reasons founders choose Sesto over internal hiring and legacy recruiters.
Built for fast-moving teams: faster cycles, stronger candidates, transparent economics, and recruiters who understand startup execution.
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Speed
60% faster to a signed hire.
AI-native sourcing and screening compress time-to-shortlist from weeks to days.
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Quality
Top-decile candidates, not inbox noise.
Human recruiter judgment sits on top of automation to raise bar and fit.
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Cost
10% fee, paid only on successful hire.
Roughly half typical agency pricing, with zero fee until placement closes.
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Expertise
Startup operators running every search.
Hands-on recruiters who know GTM, product, and leadership hiring pressure.
Comparison
Sesto AI vs traditional recruiters
A direct side-by-side view of how we help startup teams hire faster while keeping quality and process clarity high.
Category
Sesto AI
Traditional recruiters
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Shortlist speed
Sesto AI
Focused shortlist in days, not weeks, with rapid first calibration.
Traditional recruiters
Often slower kickoff and longer cycles before a usable shortlist appears.
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Candidate approach
Sesto AI
AI-assisted sourcing plus human recruiter judgment to prioritize fit and intent.
Traditional recruiters
Broader outreach that can lean on volume before quality alignment is clear.
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Process visibility
Sesto AI
Structured updates and transparent pipeline signals from first outreach to final round.
Traditional recruiters
Reporting quality can vary by firm and often arrives in less consistent cadence.
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Pricing model
Sesto AI
10% of base salary, payable only when a hire is successfully made.
Traditional recruiters
Commonly higher fee bands, frequently around 20–25% of base salary.
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Founder time required
Sesto AI
Lean alignment rituals and pre-screened candidates reduce hiring admin overhead.
Traditional recruiters
More founder involvement is typically needed to re-brief, re-filter, and re-align.
Ready to hire faster without lowering the bar?
Talk with Reece to map your next hires, timeline, and exactly how the 10% placement model works.