Case Study: Building a Dream Team for a Stealth AI Startup

In late 2021, we got a call from an AI startup that was, well, extremely secretive. They were in stealth mode, which meant they couldn’t share much about what they were building—not even their name—unless candidates signed a strict NDA (non-disclosure agreement). Oh, and they were aiming to shake up two of the most complex industries: finance and healthcare.

At the time, they were a team of about 40 people, still figuring out their product. Even with so little to go on, something about their vision and leadership team grabbed our attention. It felt like being handed a puzzle with half the pieces missing, but we could tell the final picture would be extraordinary.

This is the story of how we helped them build a team of visionary leaders and technical experts, even when we were essentially selling “air sealed in another bag of air.”

How to recruit for a startup?

The Challenge


Let’s be real: recruiting for a stealth-mode startup is no walk in the park. The secrecy alone made this one of the trickiest projects we’ve ever tackled. Here’s what we were up against:

  1. The “We Can’t Tell You Much” Problem:
    Try selling a job opportunity without being able to say what the company does, what the product is, or even its name. That was our reality. Unless candidates signed an NDA, we were stuck pitching a vision with almost no details.
  2. Roles That Were Anything But Ordinary:
    This wasn’t your typical recruitment gig. Every role was highly specialized, requiring a rare mix of technical expertise and leadership skills. Take the first position we worked on: a Senior Big Data Architect with skills so niche they were barely Googleable. And that was just the start.
  3. Convincing Top Talent to Take the Leap:
    Many of the ideal candidates were already in stable, high-paying roles in industries like banking. Asking them to leave that security for a startup they knew almost nothing about? Yeah, that was a tough sell.

But here’s the thing: the startup’s leadership team was thoroughly investigated, and they were recognized as incredible. Once they were introduced to candidates, the candidates were won over. Our job was to get those candidates to the table in the first place.

How We Tackled It


So, how do you recruit for a company that can’t tell you what it does? You get creative. Here’s how we made it work:

  1. Focusing on the “Why”:
    Since we couldn’t talk much about the “what,” we leaned heavily into the “why.” We painted a picture of a company on a mission to revolutionize finance and healthcare through AI. We talked about the chance to be part of something groundbreaking and the opportunity to work with a leadership team that was second to none.
  2. Using the NDA as a Filter:
    Instead of seeing the NDA as a roadblock, we used it to our advantage. Those who signed it and proceeded were identified as exactly the kind of people needed by the startup: curious, bold, and ready to take a risk.
  3. Hunting for Visionaries, Not Just Techies:
    We weren’t just looking for technical skills; we were looking for leaders. People who could think big, inspire teams, and thrive in ambiguity. This meant going beyond traditional recruitment channels and tapping into niche networks to find those rare individuals who could wear multiple hats.
  4. Being Honest About the Challenges:
    We didn’t sugarcoat things. Joining a stealth-mode startup isn’t for everyone, and we made sure candidates understood the risks and uncertainties. But we also emphasized the potential rewards: the chance to shape something from the ground up and make a real impact.
  5. Letting the Leadership Team Shine:
    Once candidates met the startup’s C-level executives, the rest was easy. The leadership team had an incredible ability to articulate their vision and inspire confidence. For example, the first Senior Big Data Architect we placed left his stable banking job after just one interview. That’s how compelling they were.

Stealth startup case study

The Results


Fast forward to today, and we’ve placed 20+ roles for this startup—each one more complex and specialized than the last. Here’s what we’ve achieved together:

  • A Team of All-Stars: The startup now has a team of world-class professionals who combine technical expertise with leadership skills. These are the kind of people who don’t just execute a vision—they help shape it.
  • From Stealth Mode to Product Launch: Within six months of our initial engagement, the startup began its transition to a product company. That’s a huge milestone, and it wouldn’t have been possible without the right team in place.
  • Proving the Impossible Is Possible: This project showed us that the right approach can solve even the most challenging recruitment problems. It’s not just about finding candidates; it’s about finding the right candidates and helping them see the potential in something that doesn’t yet exist.
Wrapping Up


Looking back, this project was both challenging and rewarding. It pushed us to think outside the box and get creative with our approach. We also built trust with candidates in ways we never had before. Most importantly, it reminded us why we do what we do: helping visionary companies find people who can turn their dreams into reality.

As this AI startup grows and makes waves in finance and healthcare, we’re proud to have played a role in their journey. And who knows? Maybe one day, we’ll finally be able to share exactly what they’ve been building all this time.

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