Four Hires Across Engineering, AI and Product
Four hires across engineering, AI and product.
Writesonic was scaling quickly across technical leadership, AI engineering and product. Talhive supported the build across four hires, including two AI Engineers, a Head of Engineering and a Product Analyst.
Discuss a mandate →Add technical leadership and AI capability as Writesonic scaled.
Writesonic needed to grow across several parts of its product organisation at the same time. The mandate included a Head of Engineering, a Product Analyst and two AI Engineers, spanning technical leadership, hands-on AI engineering and product capability.
The challenge was not simply speed. Each role sat in a different talent market and required a different read on what strong looked like.
One company.
Three very different hiring problems.
The four hires sat in three different parts of the organisation, and each one was a different hiring problem. Running all four searches through the same candidate pool would have created activity. It would not have created the right hires.
Leadership depth, and the ability to operate in a fast moving product environment where the roadmap moves faster than the org chart.
Hands-on technical evidence rather than candidates carrying AI titles without meaningful production work behind them.
A different profile again. Someone able to work between product decisions, data and customer behaviour.
Different markets. One hiring standard.
Four searches, calibrated separately, filtered before the client spent time on them.
Calibrate each role separately
The leadership, AI and product searches were defined independently rather than treated as one broad technology hiring requirement.
Search beyond titles
Candidates were assessed against the work the role actually required, not simply the title they already held.
Keep the shortlist narrow
Talhive filtered for relevant evidence before candidates entered the Writesonic process, which reduced unnecessary interview volume.
Stay close through the close
Candidate engagement continued through interviews, decisions and offers, so momentum was not lost late in the process.
“Talhive is a wonderful agency that handled the hiring of our junior and senior-level engineers for our organization flawlessly. They were responsive, respectful, and diligent throughout the process and helped us find the perfect candidates in a brief timeframe.”
Four hires across three parts of the product organisation.
Talhive supported Writesonic across technical leadership, AI engineering and product: two AI Engineers, a Head of Engineering and a Product Analyst.
The Head of Engineering and Product Analyst searches recorded a 20-day average time to hire, a 2:1 interview to hire ratio and 100% offer acceptance.
Fast growth rarely creates one hiring problem at a time.
A scaling AI product company can need leadership, specialist engineering and product capability at the same time. Those roles may contribute to the same product, but the candidate markets are different.
The hiring standard should stay consistent. The way each market is searched and assessed should not. That is the distinction a single technology pipeline cannot make.
If you are scaling an AI product team
Scaling an AI product team?
Leadership, AI engineering and product roles rarely come from the same talent market. We build each search around that difference.