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This guide takes you from “we need someone” to a signed offer. Opening a role takes about five minutes. The whole process asks for roughly three hours of your time, concentrated at the end when you interview finalists. You do not need a job description, a credit card, or an exact definition of the role to begin.
1

Open a role

Go to planetarytalent.com/start-hiring and choose Open a role. If you would rather talk first, choose Book a demo instead.Describe who you need in plain language: the mission, the constraints, the skills that matter, and the kind of person who would do well on your team. Write it the way you would explain it to a friend.
If you do not yet know exactly who you need, say so. Defining the ideal hire from your mission and stage is part of the process, not a prerequisite for it.
2

Connect Slack or Microsoft Teams

Planetary Talent runs inside the tool your team already uses. Connect Slack or Microsoft Teams when prompted. Every update, question, and shortlist arrives there. There is no separate platform to learn.
3

Review the ideal-hire profile

Within a short time of opening the role, we build a Digital Replica™ of your company, the role, and you as the hiring manager. From it we generate a profile of the person who would be an excellent fit.This profile is a construct, not a real person. Read it and correct anything that is off. This is where founders most often discover that the role they described is not quite the role the market will fill, or that the compensation band needs adjusting. Nothing is sourced until you approve it.
4

Sourcing and evaluation run

Once approved, we advertise the role where people matching the profile are likely to be, alongside a few adjacent variations of the title. Everyone who comes in goes through a discovery process built around what they have actually built and the teams they have worked well in, rather than a résumé.Before anyone reaches you, each person is:
  • Screened for identity through Proof of Humanity
  • Confirmed on location and compensation, pre-negotiated against the role
  • Interviewed at least twice by a member of our team, never by an automated interviewer
You do not need to do anything during this stage. We evaluate 1,000 or more humans per role.
5

Review your shortlist

Typically 10 to 14 days after you open the role, your shortlist arrives in Slack or Teams. It contains three to five humans. Each comes with a highlight reel video and a written assessment from the person who interviewed them.The list is not padded to a fixed number. Some roles have a deeper qualified pool than others, and the shortlist holds the people who genuinely fit.You have final say over who is presented and who is hired.
6

Interview your favorites

Pick the people you want to meet and schedule interviews. Because the validation work has already happened, your first conversation with a candidate can also be your last one before an offer.Bring your team into the interviews if you like. Everything you learned in the shortlist review is available to them.
7

Hire

Make an offer and confirm the hire in the platform. This works for in-office, remote, and global roles.If the hire lives outside your country, you can add an optional role subscription. We employ the person on your behalf and handle payroll, tax, benefits, equipment, and compliance, so you do not need a legal entity there. If you have your own payroll, hire them directly instead.The placement fee for your search tier is owed now, and not before. See search tiers for the amounts.

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What happens to everyone else

Every human who entered the pipeline hears back from us, including people who never reached your shortlist. Your reputation with talent is shaped by the people you do not hire, and silence after an interview is the industry norm we are trying to end.

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What if nobody on the shortlist is right?

Tell us in the thread. You can pause or restart a search at any time, and if you make no hire, no placement fee is owed. If a hire does not work out inside the guarantee window, we run a replacement search. See guarantees.

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Frequently asked

No. We do not ask for one and we do not produce one. Job descriptions tend to be copied from the last one and padded with requirements no single person has, which deters good people without improving the pool. Describe the mission and the person instead.
About three hours per hire in total. Five minutes to open the role, a few minutes to review the ideal-hire profile, then the shortlist review and interviews at the end.
Yes. There is no geographic restriction on where we source. If you need sourcing confined to your own country or region, choose Domestic Search.
Yes. Share them when you open the role and they enter the same discovery, Proof of Humanity, and interview process as everyone else.
No. Opening a role is free and requires no credit card. The flat placement fee is owed when you hire. The one exception is advertising costs on some Specialty Searches, which is uncommon and agreed with you in advance.