Our client, is a London-based AI hyperscaler operating in stealth mode. Following a successful Series A funding round, the company began scaling rapidly in preparation for an ambitious Series B. Their mission is transformative – to build a globally impactful AI platform powered by cutting-edge infrastructure and a commitment to sustainability. While still relatively unknown to the market, they possessed unmatched technical depth, a compelling long-term strategy, and a clear cultural identity.

Our client faced a complex recruitment challenge. They needed to attract top-tier AI and machine learning engineers, including a Head of AI, from a highly competitive and largely passive talent pool. Ideal candidates were often embedded in high-performing environments, such as AI start-ups or major tech firms, with experience in MLOps, Kubernetes, and production level AI systems.

Without the leverage of brand visibility or the ability to compete solely on salary, the company had to rely on something far more compelling – belief in their vision, mission, and future growth. This was not about hiring quickly, it was about building trust and inspiring buy-in from individuals at the very peak of their careers.

OUR APPROACH

Precision and alignment were the foundations of our recruitment strategy.We began by immersing ourselves in the culture, values, and long-term goals of our client. It was essential to articulate where the company was going, not just where it currently stood. This narrative became central to all candidate engagement.

Our outreach focused on what truly motivates elite engineers:

• Ownership and impact – the opportunity to shape and lead, rather than simply contribute
• Mission clarity – a chance to build something meaningful with a clearly defined purpose
• Long-term incentives – equity and the potential to become an early partner in the business
• Trajectory – demonstrable funding milestones and a roadmap for global expansion
• Cultural fit – a team of peers with shared values and technical ambition

Every candidate conversation started with the “why”—the vision, the mission, and how their role would be integral to the company’s future. We didn’t lead with salary. We led with purpose.

SOLUTION

We delivered a blended strategy of targeted headhunting and warm network introductions. Our team acted as brand ambassadors, ensuring that the company’s values and aspirations were reflected in every touchpoint.

We presented tailored candidate shortlists within 48 hours of receiving a brief. These individuals were not only technically outstanding but often came with management or founding-level experience. A standout hire had previously been part of a founding team that delivered large language model solutions to Oracle.

Where candidates had reservations, we facilitated open conversations directly with our client’s leadership team. This direct access to the company’s visionaries proved crucial in shifting perspectives, allowing top-tier talent to see the long-term opportunity rather than the short-term risk.

THE OUTCOME

Multiple senior AI engineers were successfully placed, including a Head of AI. These hires are now central to our client’s technical strategy, helping shape the infrastructure and capabilities that will define its competitive edge. Each of them joined not because of a higher offer, but because they were inspired by the mission and believed in the company’s future.

This engagement was about much more than filling vacancies. It was about inspiring belief in a vision that had yet to be validated by the market. It demonstrated that attracting elite talent requires more than just access. It demands a partner who can convey a company’s potential with clarity and conviction.

Attracting the best means showing them not just where your company is, but where it is going. For our client, this meant transforming passive candidates into passionate early builders, laying the foundation for a world-class AI team and a bold future.