88%
Of Candidates Pass
Hiring Manger Interview
49 hours
Average Time From
Intake To First Screen
98%
Candidate Retention
After 1 Year
13 days
On Average You Will Meet
The Candidate You Sign

The Anti-Recruiter Method

When "traditional agencies" make you cringe. We built this differently because we lived the pain - first as founders, then as career coaches. Finding the right person (not just a person) really matters.

Your Time is Everything

You don't have the time for bad interviews. You've got products to build and problems to solve. We deliver candidates that make you say "finally!" - while your coffee's still hot.

1

Every Search Starts Fresh

Your unicorn isn't hiding in someone's database. We start with a blank slate every time, uncovering who you really need and making them see the mutual fit.

2

Candidate-First Approach

Your employer brand is precious and we'll make it shine. As your ambassador and believers in treating candidates with respect, candidate experiences reflect recruiting best practices.

3

From to First Call to Final Offer
A Different Kind of Search

Intake
Sourcing
Screening
Interview Process
Hired and Beyond
Role Intake

Generic requirements = generic hires.

Your needs are unique. Cookie-cutter requirements won't cut it. We dive deep into your business to uncover exactly who you need, then craft a story that makes perfect candidates lean in.
  • Business-first discovery that reveals your true needs
  • Messaging that makes top talent stop scrolling
  • Process optimization for thoroughness and speed, aligning to Top Talent expectations
    ‍
TJS Sourcing

Founder-led, Specific, and Transparent

Our sourcing and messaging is Founder-led, because the best meals require the best ingredients. We target the ideal candidates and share specific, transparent details that has the right candidates run towards us and the wrong ones run away.
Candidate Screening

Establishing Mutual Fit

We do the heavy lifting so you only speak with the best candidates who are sold on the opportunity. You won't just get their resume, you'll receive detailed notes to specify:
  • How the candidate checks all requirements and relevant "nice-to-haves"
  • Why they're excited about the opportunity
  • W‍
determining who to hire

Candidate Management + Feedback

New jobs are big decisions, and regular communication with candidates prepares them to accept if it's a fit (or ensures they bow out if it isn't).

Top Talent moves quickly. Every day matters, and we coordinate interviews so timing isn't an issue.

Sometimes a great candidate makes you realize you need more of one thing and less of another. Your feedback helps us reiterate.
Closing Process + Coaching

Getting to "Heck Yes" !

The final mile is where searches die. While others stumble with surprises and friction, we've built our entire closing process on radical transparency.
  • Early compensation clarity eliminates negotiation drama
  • Real-time insight into competing opportunities prevents late-stage losses
  • Smooth transitions turn accepted offers into successful starts
Candidates who complete our 3-call New Hire Success Coaching have a 98%+ retention rate at the 1-year mark. Our support doesn't end with the placement.

Clients Backed By

TJS Gives You
Back Time...
Confidence
Speed
Quality
Hear it from the people that matter the most.
"Exceptional Help with difficult to find engineering leaders." They quickly dialed in our needs and were able to translate our ambitious requirements into a meaningful list of candidates. I like to move fast in hiring and they responded quickly, communicating daily on changes to the candidate pool, along with details of each sourced candidate."
Mark Hutter.
CTO, Lob
"Superior relationship building + deep expertise = best talent sourcing" The Job Sauce team invests 100% at every step of the process, starting with thorough, thoughtful discovery about the role and ideal candidate traits. Eric and Scott drive open and direct communication, challenging me to create the most compelling - and accurate - JD. This partnership helps me immeasurably to find the right people for the job. And, they use their rich discovery about my needs to find that diamond in the rough.Their search and vetting is so high quality, I am only ever exposed to the most qualified candidates and they do it in a fraction of the time and more effectively any other internal or external recruiter I have ever worked with can do it .
Nicole D.
VP of Account Managment - Lob
"The Job Sauce team were high-touch, value accretive lynchpins of our hiring process. hires" The pipeline of screened candidates activated quickly and was high quality. For all roles we had our pick between several qualified candidates, which is reflected in the strength of our expanded team.
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Steven Shulman
Director of Product, Rouse Services
"Great boutique firm, perfect for startups" They will push for the right thing. If they see gaps in things like how a job is positioned, or the interview process, or the type of people being considered, they will speak up and provide their perspective. And they are also responsive to feedback on their own positioning and strategies. In this way, they are act like true partners, not just a hired hand."
Lawrence Bruhmuller
VP of Engineering, Great Expectations
"One of the best external recruiting partners I've worked with." They can help evaluate the type of talent you need, source, support interview strategy development and candidate management. Plus they do some great work to help candidates stay and succeed in their roles over time. They are quick to pull a list of target profiles for calibration, provide weekly updates and engage with candidates in multiple ways. All in all, they give you back timefrom the recruiting weeds while helping you build a strong team!
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VP of Product
"Best part of TJS is how understanding they are to the real life problems of startups. " They were flexible, accommodating and appropriate available when we needed them. They understood and transformed imprecise instructions into tangible outcomes
Garrett Loh
Chief Product Officer, CRS
"Fantastic recruiting experience, a real partnership"  The Job Sauce is a real partnership. They take the time to really understand what you're looking for, they spend the time properly vetting candidates, and they give you real insight (not just resume fluff) based on their assessment. They're fast, they're professional, and they're personalized. Can't say enough good things about working with The Job Sauce.
Douglas Rusch
EVP of Product, RB Global
"My favorite agency partner for new engineering hires" Great people. They really work with you and help set you up based on your processes/expectations as well as industry standards. They bring that "hand-crafted" working style to their process and cookie cutter recruiting firms just can't match that.
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Morgan V.
Engineering Manager, Kit
"One of the best external recruiting partners I've worked with." They can help evaluate the type of talent you need, source, support interview strategy development and candidate management. Plus they do some great work to help candidates stay and succeed in their roles over time. They are quick to pull a list of target profiles for calibration, provide weekly updates and engage with candidates in multiple ways. All in all, they give you back time from the recruiting weeds while helping you build a strong team!
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CEO

Which Hiring Headache Is Yours?

Hired 128 Favicon
Key Hires
Hired 128 Favicon
Impossible To Find
Hired 128 Favicon
Quality Issues
Hired 128 Favicon
This Has Taken Forever
Hired 128 Favicon
Too Many Hires

When failure isn't an option (but feels likely).

Your mission-critical role that's keeping you up at night. That Head of X who needs to be perfect, because perfect is the only option when runway is ticking.
One bad hire = 6 months of pain
The "we needed them yesterday" role
Your board is asking about this one

The purple squirrel hunt.

That role where the requirements make recruiters cry. Yes, we know they need to have built a rocket while scaling a startup while being a thought leader in underwater basket weaving.
"This unicorn doesn't exist" (but actually does)
Requirements that make LinkedIn searches weep
When "needle in haystack" feels too easy

When 'meh' isn't cutting it.

Your inbox is full of resumes that make you question everything.
Tired of candidates who only look good on paper
When "close enough" isn't close enough
Quality that makes you dread the next interview

Time is a flat circle (of searching).

Remember when you thought this role would be filled by last quarter? Yeah, everyone else does too.
That search that's older than your last funding round
When the team is burning out carrying the load
You wonder if you should compromise your standards

When your hiring board looks like A Beautiful Mind.

Your hiring plan looks like a phone book, and your internal team is giving you that look.
Roles opening faster than they're being filled
Internal team looks like they haven't slept in weeks
The "difficult" hires get deprioritized for less important but "easy" hires
Woman search a job

The Job Sauce Promise

"We Built Recruiting Different (Because We Had To)"

From early-stage sprints to digital transformations, we've spent a decade learning how hiring works best. Here's why leaders trust us as their growth partner:

  • The Anti-Recruiter DNA - Born from career services, not questionable recruiting habits. We built this differently because we experienced recruiting pain first-hand No recycled candidates, no false "database" promises - just fresh starts and unique talent for every search.
  • Growth Stage Partnership - From your first key hire to your global expansion. We adapt our approach as you scale, understanding the unique challenges at each stage. Pre-seed to post-IPO, we've been there.
  • Speed With Substance - While others play the slow game, we move in days. But speed doesn't mean shortcuts - it means early alignment, clear communication, and trust that turns maybes into enthusiastic yeses.
  • Experience That Scales - Your employer brand matters more as you grow. That's why we treat every candidate interaction as a reflection of your values. Clear updates, no ghosting, and an experience that grows with you.
Get Started Now
FAQ

Questions for TJS

How long does it take to start seeing candidates?

What types of roles do you specialize in?

How do you charge?

Do you have services other than recruiting?

How do you partner with in-house recruiting?

Can I speak with any referrals?

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