Σ f(trust) = Σ(relationships · time · context) ∀ hire ∈ network LOOT / FIG.01 — TRUSTED NETWORK
LOOT / ACTIVE · PARIS 48°51′N
REF_2026 · TECH · GAMING · SCIENCE
Hiring & People Advisory

Fast hires.
Trusted people.

We help tech, gaming and science-driven startups hire the people most firms can't reach.

A trusted network. Not a database.

+ Book 30min + Start the conversation
PARIS · EU · NORTH AMERICA
Insiders
Not outsiders
Network
Not database
Conviction
Not volume
+++Tech·Gaming·Science-driven·AI & ML·Biotech·Climate·Deep Tech·Developer Tools·Hard Science +++Tech·Gaming·Science-driven·AI & ML·Biotech·Climate·Deep Tech·Developer Tools·Hard Science
τ = 18mo · cost_of_miscast_hire Σ(candidates_applying) ≠ best ΔRoadmap ∝ Δtime_to_hire LOOT / FIG.02 — THE BREAK
01.
01 — The problem

Hiring is broken,
and it's expensive.

— 01Too many rounds, too little signal+
The average critical hire today runs 5 to 7 interviews. Most add noise, not signal. Extending the process rarely improves the decision. It just loses the candidate you wanted.
— 02The gaps between steps are where hires die+
Brief, screen, panel, debrief, offer, sign. Each handoff costs days you don't have. Your best candidate signs with Datadog while you're still scheduling round three. Friction between steps kills more hires than any bad interview.
— 03Cold outreach doesn't reach the people who matter+
The best people aren't on the market. They're building, and they're more likely to move when someone they trust tells them it's worth it. Cold outreach lands around 2% response. Warm intros from trusted insiders convert at a different rate entirely. Without first-hand relationships, every search starts from zero.
— 04Slow hiring costs twice+
First in the candidates you lose, because they don't wait. Again in the ones you settle for, because you had to. A miscast C-level hire costs 18 months of rebuilding. Most firms will still send you three this year.
15y · inside · tech · gaming · deeptech 1, 1, 2, 3, 5, 8, 13, 21, 34, 55, 89… 15 Pe PEOPLE LOOT / FIG.03 — FROM THE INSIDE
02.
02 — Credibility

A new house, built by 15-year operators.

We've hired inside startups for years. LOOT brings that network to yours.

With the service every hire deserves.

CO-FOUNDER — PEOPLE & STRATEGY
Mikhael
Paris · France

Mikhael brings 15 years building People and Talent functions inside tech startups. Ex-Apple, former Head of People at Novaquark and Interstellar Lab (NASA-awarded biotech). Scaled teams from 10+ to 150 across France, Canada and the US. Five years in sales before the People career gives him the business-side fluency.

Specialty: culture design, the scaffolding that keeps teams intact when they double. Recruits tech, gaming and deeptech roles, IC to C-level.

He builds teams that click, and stay.
CO-FOUNDER — TALENT & NETWORK
Charly
Paris · France

15 years placing tech talent where it actually moves roadmaps. Founded Henry Headhunters in 2018 after learning the craft at Robert Walters. Then deep gaming immersion at Ubisoft and Quantic Dream (Assassin's Creed, Detroit: Become Human), followed by hardware engineering and People ops at Interstellar Lab (NASA-awarded biotech).

Specialty: developers and engineers across IT infrastructure, cybersecurity, AI, and gaming engineering. Putting the right people in the right places.

We don't learn your world on your dime. We come from it.
Apple Novaquark Interstellar Lab Ubisoft Quantic Dream
warm_intro > cold_outreach trust(t) = Σ relationships · time · context LOOT / FIG.04 — NETWORK DENSITY
03.
03 — Our edge

We recruit people we know.
Not people we find.

Fifteen years inside tech and gaming startups builds a network a database can't: former teammates, candidates who became leaders, founders who still take our call.

— 01 Fewer rounds. Context does the work a fifth interview pretends to.
— 02 Shorter gaps. Conviction doesn't wait on committees.
— 03 Real reach. Trust opens doors cold outreach can't.
— 04 No double cost. We close fast, and we don't settle.

When the network doesn't cover the role, we extend it through targeted headhunting. Never the other way around.

Σ Our standards
FIG.03_A → 01
100%
Vouched personally.
Zero fillers.
FIG.03_B → 02
3
Rounds to decision.
Not seven.
FIG.03_C → 03
2 wks
From brief
to first shortlist.
FIG.03_D → 04
0
Ghosted candidates.
Ever.
04.
04 — Sectors

Focused where talent
is scarce and critical.

SEC_01
Tech

Software startups where engineering is the product, not just the medium.

→ Verticals SaaSFinTechAI infraDevToolsCybersecurityEnterprise+ more
→ Hires include CTOVP EngineeringHead of DataPrincipal EngineersSenior PMsDevOps Lead+ more
(x,y)
SEC_02
Gaming

Studios and publishers where creative and technical excellence share the same roadmap.

→ Segments AAA StudiosIndiesPublishersF2PLive OpsCreative tech+ more
→ Hires include Game DirectorTechnical Art DirectorLead EngineLevel DesignerLive Ops LeadNarrative Director+ more
SEC_03
Science-driven

Where hiring requires fluency in the science, not the keywords on LinkedIn.

→ Domains DeepTechBiotechClimateSpaceHard ScienceIndustrial+ more
→ Hires include CSOHead of R&DPrincipal ScientistHardware EngineerRegulatory LeadLab Ops+ more
Adjacent sector? Unusual role? Ask. We'll tell you honestly if it's within reach.
context → targeting → curation → closing dt/dhire → 0 e^(iπ) + 1 = 0 lim(friction→0) = hire LOOT / FIG.05 — HIRING FLOW
05.
05 — How we work

Simple. Focused.
Effective.

Four steps. We own all of them. From first brief to signed offer, and beyond.

01
01 — CONTEXT
We align on what really matters

Deep brief on the role, the team, the culture, the real problem behind the hire. Decisions made without context always fail.

02
02 — TARGETING
We activate our network and source precisely

Warm outreach to people we know. Targeted headhunting only where the network needs extending. Never mass outreach. Ever.

03
03 — CURATION
You meet only relevant candidates

No padding. Three to five profiles, each with context and a clear thesis on the fit. We'd hire every one of them ourselves.

04
04 — CLOSING
We support until hire

Interview coaching, comp benchmarking, offer design, 90-day follow-up. The hire isn't done at signing. And neither are we.

No friction. No wasted cycles.
∫ f(x)dx = F(b) - F(a) P(A|B) = P(B|A)·P(A) / P(B) ∇ × E = -∂B/∂t lim(n→∞) (1 + 1/n)ⁿ = e H = -Σ p(x) log p(x) E = mc² LOOT / FIG.06 — OFFER MATRIX
06.
06 — Offer

Three ways to
work together.

Direct Hiring
LOOT Talent

End-to-end recruitment for roles that matter.

When to pick this:
  • Critical role (IC to leadership) open too long
  • Quality over quantity
  • One partner, brief to close
More details

Engagement: 4–8 week search, from deep brief to signed offer. Weekly calibration. 90-day candidate follow-up included.

Typical scope: IC to VP-level roles in tech, gaming, and science-driven companies. 3–5 curated profiles per role.

Pricing: retained or success-fee. Discussed on first call.

Built on the network we trust.

Fractional TA / People
LOOT Advisory

Senior People leadership on demand.

When to pick this:
  • Scaling from 10+, process is ad hoc
  • No full-time Head of People yet
  • Opening 5+ roles soon
More details

Includes: fractional Head of TA or People, hiring strategy, org design, process optimization, comp & leveling.

Typical engagement: 1–3 days/week, 3–6 months minimum. Embedded in your leadership cadence.

Pricing: monthly fees. Scoped on brief.

Built for founders who want the problem solved, not just the role filled.

One-Day Hiring Sprint
LOOT Speed Hire

Hire a critical role in a single day.

A curated shortlist. One day on-site. Decision within 24h.

When to pick this:
  • Move now, not next quarter
  • All decision-makers can block one day
  • Ready to decide fast
More details

Format: pre-qualified shortlist from the network, back-to-back interviews on-site, structured debrief end of day, decision within 24h.

Prep: 2 weeks of briefing, calibration, and candidate qualification before the day itself.

Pricing: fixed-price sprint.

Full format ↓

Σ FIG.06 → 07 / NETWORK

Three kinds of candidates, from our network.

— 01 / DIRECT
Former teammates. Peers we shipped with.
— 02 / PLACED
Candidates we matched and saw deliver.
— 03 / TRUSTED
Vouched for by operators we trust.
From our network or through extension, if we present someone, we vouch for them personally.
T − 24h dt/dhire → 0 L{decision(t)} = D(s) LOOT / FIG.07 — CONVERGENCE
07.
07 — Speed Hire

Hire in one day.
Not one quarter.

Most hiring doesn't fail because of bad candidates. It fails because of the gaps between steps.

Speed Hire removes the gaps.

01 — SHORTLIST
Pre-qualified from the network

Candidates we've worked with, placed before, or vouched for. Not a database pull. A trusted introduction. Every single time.

02 — ON-SITE
One dedicated day at your offices

Back-to-back interviews. HR screen, hiring manager, case study, culture fit, all sequenced and structured. Every decision-maker in the room.

03 — DEBRIEF
Structured debrief, end of day

Structured feedback, clear scoring, aligned reads. No sleeping on it. A decision before everyone leaves the room.

04 — DECISION
Within 24 hours, both sides

Not a guideline. A commitment, from both sides. If you're not ready to decide fast, Speed Hire isn't the right format. If you are, it's the fastest path to a great hire.

Not for everyone. Built for those who are ready to move.
P(close) | trust ≈ 1 f(you) = LOOT(hire) ∃ hire : network(hire) = true Q.E.D. LOOT / FIG.08 — CLOSING
∫ 08 — Start the conversation

Tell us the role
you can't close.

If it's in our network, we introduce someone this week. If it isn't, we tell you why, and whether you need a recruiter at all.

You don't need more CVs. You need the one person who shifts the trajectory of your company. Tell us the role. We'll tell you if we can close it.

+ Start the conversation + Book 30min
hello@lootpeople.com
Response within 24h · Confidential
+ Book 30min