When your customer success or ops seat is empty, the whole revenue engine feels it.
The Talent Digest is a weekly shortlist of experienced, available talent for the roles that keep SaaS teams running — delivered every Wednesday.
At 10 to 30 employees, you don't have an internal recruiter running searches. When a CS manager, onboarding specialist, or ops coordinator role opens up, it falls to you — the founder or the person who can least afford to spend three weeks sorting through wrong-fit candidates.
Meanwhile customers are waiting to get onboarded. Pipeline data is getting messy. And every week that role stays open, someone is covering for it.
A shortlist you can actually act on.
Every week, we actively source and vet mid-career professionals who are open to flexible or contract work right now — specifically for the roles that keep SaaS revenue teams running:
Customer success and client onboarding
Operations and process coordination
Revenue operations and sales support
Executive and administrative support for GTM teams
These are experienced professionals — most with seven or more years in ops, account management, or customer-facing roles — who stepped away from traditional employment and are re-entering on their own terms. They're not mass-applying on Indeed. They're available because we found them.
Each profile includes relevant work history, current availability, preferred work structure, and enough role-fit context to make a real decision. Profiles are shared blind to protect candidate confidentiality. When someone looks right, you reply and we make the introduction.
What you stop doing when you subscribe:
Posting a role and sorting through 60 applications to find three worth talking to. Paying a placement fee on a hire you're not even sure will stick. Waiting six weeks for a search firm to come back with mediocre options. Running the search yourself while also running the company.
$247/month. Cancel anytime. Your next shortlist arrives Wednesday.
Built for SaaS and high-growth teams under 50 people.
If you're between 10 and 50 employees, scaling your customer success or ops function, and you don't have internal recruiting bandwidth — a flat-fee weekly shortlist makes more sense than a reactive scramble every time a role opens up.
