Turn your existing candidate flow into $75k–$200k placements.
Last week we split a $400K fee 50/50 with a partner firm into a hedge fund. That's the model.
We work exclusively in quantitative finance — placing software engineers and quant developers into the top US hedge funds and trading firms. We're retained by around 80% of the top 15 in the world and our average placement fee is $200,000. Right now we have an $8M+ annual hiring funnel we can't fill alone, and we're looking for the right delivery partners to work alongside us.
The Opportunity
$75K first placement, $100K second and beyond — sliding to 50/50 on performance
Pipeline incentives with our biggest client: $2,000 per 10 candidates we accept, $5,000 per onsite interview reached
Fully remote — work from anywhere
Live retained mandates across quant and software engineering
No exclusivity. No quotas. No change to how you operate.
What We're Looking For
You don't need to know the quant market. You need to already have software engineers — backend, full stack, Python, C++, ML, or infrastructure — coming out of big tech, startups, or high-growth companies. We provide the clients, the process, and the framework. You feed the top of the funnel and earn on results.
This works best if you are:
An ex-agency biller or boutique founder with a live SWE candidate base
A recruiter who wants bigger fees without taking on new clients
Someone who wants to earn alongside an existing role or business
This isn't for you if you:
Need a base salary or guaranteed income
Rely on inbound or avoid outreach
Are starting from scratch with no existing candidate relationships
How to Apply
After applying, we'll ask you to share:
2–3 examples of relevant placements (software engineering preferred)
Your current focus areas and typical weekly outreach volume
One example candidate you'd submit into this market
Skills Required
- Existing software engineer candidate base (backend, full‑stack, Python, C++, ML, infrastructure)
- Proven biller experience or ex-agency / boutique founder with active candidate relationships
- Willingness to work on commission/placement-fee model (no guaranteed base salary)
- Active outreach capability (not reliant solely on inbound candidates)
- Provide 2-3 examples of relevant placements (software engineering preferred)
- Share current focus areas and typical weekly outreach volume
- Provide one example candidate you'd submit into this market
Evolve Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Evolve and has not been reviewed or approved by Evolve.
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Healthcare Strength — Healthcare coverage includes comprehensive medical, dental, and vision options, with some plans fully employer-paid for individual enrollment and added mental-health visits. Feedback suggests this is a standout element of the package that adds clear value.
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Retirement Support — Retirement benefits feature a 401(k) match that vests immediately, with additional mentions of equity participation. Feedback suggests this immediate vesting is viewed as a strong benefit.
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Parental & Family Support — Paid parental leave is described as substantial for both birthing and non-birthing parents, with family-oriented supports also noted. Feedback suggests these policies are a meaningful complement to core benefits.
Evolve Insights
What We Do
The difference is hospitality — a practice that drives everything we do and inspires the way we work. As the hospitality team on both sides of every vacation rental stay, joining us means you can help turn every trip booked into lasting memories for guests and seamless experiences for owners. And you can do it working fully remote, in our Denver office, or a mix of both.
Why Work With Us
At Evolve, you will have the opportunity to play an integral role in impacting the company's success. You'll also enjoy a workplace shaped by a carefully crafted company culture, guided by our set of core values.
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