mytal.co
Get started

Tell us about your hiring needs

Three short steps, terms included. Your dedicated talent strategist takes it from there.

Step 1 of 3

No documents needed to start. You'll review terms before anything activates.

Number of employees
Role departments (select all that apply)
Engagement terms, in plain English
Pay only when you hireContingency fee: 20% of first-year base salary
90-day guaranteeFree replacement search if the hire doesn't stick
No retainers, no exclusivityCancel anytime before an offer is made
Invoiced on startDue within 14 business days of the signed offer
Performance-Based Contingency Recruiting Agreement (Draft v1)

This summary presents the standard engagement terms between the client company ("Client") and mytal.co ("mytal"). The countersigned master agreement provided by your talent strategist is the governing document and supersedes this summary.

1. Engagement

mytal provides recruiting services on a non-exclusive, contingency basis. No fee, retainer, or deposit is due for onboarding, posting roles, receiving candidates, or interviewing.

2. Placement fee

A placement fee equal to 20% of the candidate's first-year base salary is earned only when a candidate introduced by mytal accepts the Client's offer of employment. The fee is calculated on the finalized, accepted offer.

3. Payment

The placement fee is invoiced when the candidate signs the offer and is payable within 14 business days.

4. Guarantee period

Each placement carries a 90-day guarantee beginning on the candidate's start date. If the candidate resigns or is terminated for cause within the guarantee period, mytal will run a replacement search at no additional fee.

5. Candidate ownership

Candidates introduced by mytal remain attributable to mytal for 12 months from introduction. Hiring an introduced candidate within that window, for any role, triggers the placement fee.

6. Confidentiality

Both parties will keep non-public information received through the engagement confidential, including candidate identities, compensation details, and Client hiring plans.

7. Relationship

mytal and its recruiters act as independent contractors. Nothing in this agreement creates an employment, agency, or partnership relationship between the parties.

8. Electronic execution

The parties agree this agreement may be executed electronically. Typing your name below and submitting constitutes your electronic signature with the same force as a handwritten signature.

Draft terms shown for review. The countersigned master agreement from your strategist governs.

You're in. Welcome to mytal.

Your onboarding and signed engagement terms are with our team. Your strategist countersigns and returns your executed copy on the intake call. Here's exactly what happens next:

Within one business dayYour dedicated talent strategist reaches out to schedule your intake call.
Within 48 hoursIntake call: align on the profile, comp, process, and sourcing strategy.
This weekMatched recruiters activate and calibrated candidates start arriving.
Get a head start: complete your first role brief
The walkthrough

Your onboarding, stage by stage

Everything that happens from the form above to your first hire. Click through each stage to see exactly what you do and what we handle.

Today, 2 minutes

Tell us your hiring needs

The two-step form at the top of this page. Who you are, how big your team is, and which departments you're hiring in. That's everything we need to route you to the right talent strategist.

What you do

  • Complete the two steps above
  • Optionally add a first role brief below for a head start

What we do

  • Assign your dedicated talent strategist
  • Reach out within one business day to schedule your call
Within 48 hours, 30 minutes

Strategy call with your talent strategist

A working session, not a sales pitch. Your strategist pressure-tests the role, brings market data on comp and talent supply, and walks you through terms. Nothing is committed until you say go.

What you do

  • Describe the ideal candidate in your own words
  • Align on salary band against live market data
  • Approve the success-fee terms

What we do

  • Bring market insight on comp, supply, and search difficulty
  • Create your workspace and shortlist specialist recruiters
Call agenda
Your company and the role10 min
Ideal profile, comp, and market reality15 min
Terms, timeline, and next steps5 min
Day 1-2, about an hour with your strategist

Role setup: turn the role into a recruiter brief

The single highest-leverage hour of the search. You build the brief together in your workspace; every field below feeds directly into how recruiters source. Everything stays editable as the search evolves.

What you provide

  • Role details: title matters, it shapes every recruiter search
  • 3 to 5 example profiles of people you'd hire on sight
  • Requirements ranked: optional, required, or dealbreaker
  • Interview stages and up to 5 screening questions

What we do

  • Draft the brief with you so it reads like a recruiter would
  • Sync interview stages with your ATS (Ashby, Greenhouse, Lever)
  • Keep screening criteria recruiter-only, never shown to candidates
Requirements, as recruiters see them
4+ years backend at a product startupRequired
Has owned a service in productionRequired
Series A-C experienceOptional
Big-co only backgroundDealbreaker
Day 2-4, 30 minutes, recorded

Group intake call with your recruiters

Specialist recruiters with proven placements in your space are matched and approved onto the role. Then they meet you directly: a short intro from you, then their questions. The call is recorded and archived on the role, so recruiters who join later get the same context without another meeting.

What you do

  • 5-10 minutes on the company, the mission, and the role
  • 20-25 minutes of recruiter Q&A: red flags, culture, sourcing angles

What we do

  • Match recruiters by proven placements in similar searches
  • Record and archive the call on the role page
Day 3-7, a few minutes per candidate

Calibration: train the search before volume starts

Before formal submissions, recruiters send early profiles as calibration checks (capped at 3 per recruiter, so you're never spammed). You rate each good fit or bad fit with a sentence on why. Your answers train every recruiter on the role at once, and the analytics show which traits you consistently keep versus reject.

What you do

  • Review profile, resume, and recruiter notes in one view
  • Rate good fit or bad fit, with the reason. Detail here pays off all search

What we do

  • Route your feedback to every recruiter on the role
  • Surface trait analytics: what you prioritize versus screen out
Your calibration queue
A. Chen Staff Engineer, fintechGood fit
M. Okafor Senior Backend, marketplaceCalibration requested
J. Silva Backend, agency backgroundBad fit: agency-only
Week 1 onward

Formal submissions and interviews

Calibrated candidates now arrive as formal submissions: pre-screened, interested, and answered against your screening questions. You rate each on a four-point scale with a scorecard. Strong ratings advance to your interview stages; weak submissions put a recruiter's pipeline on hold, so quality is self-enforcing.

What you do

  • Rate each submission and leave scorecard notes
  • Run your interview process; scheduling stays with your team
  • Message recruiters directly on any candidate's activity thread

What we do

  • Keep submissions synced with your ATS stages
  • Hold or replace recruiters whose quality slips
Submission rating
Strong noNoYesStrong yes
Offer accepted

Hire, guarantee, and the next role

You pay only on success: a flat percentage of first-year base salary when your hire starts, nothing before. Every hire is backed by a 90-day guarantee: if it doesn't work out, the replacement search is free. And because your workspace, calibration history, and recruiter bench already exist, the second role moves much faster than the first.

What you do

  • Extend the offer; we'll help with closing intel if you want it
  • Add your next role in minutes, not weeks

What we do

  • Invoice only when the hire starts
  • Run a free replacement search if the hire leaves within 90 days
Stage 1 of 7
Optional head start

Your first role brief

Already know the role you're hiring for? Complete the brief now and your strategist walks into the intake call ready to activate recruiters the same day.

The role

The basics recruiters need before they start sourcing.

Strong briefs cover: the mission, who you're looking for, the value proposition, and what a great fit looks like.

Ideal candidates

The single highest-leverage step. Examples calibrate recruiters faster than any description.

People you'd hire on sight, past great hires, or strong candidates from earlier processes.
Specific beats vague: "3+ years at a top startup" works, "great problem-solver" doesn't.

Your process

So every candidate gets set up with accurate expectations from the first touch.

Review and submit

A quick look before this becomes your recruiter brief. Everything can be refined with your strategist.

Role brief received.

Your strategist walks into the intake call ready to activate recruiters the same day.

Questions

Frequently asked

How long does onboarding take?
The two steps above take under two minutes. Your intake call happens within 48 hours, and matched recruiters are typically active on your role within the first week.
What if I don't have a polished job description yet?
Start anyway. The role brief is optional; your talent strategist builds the full brief with you on the intake call. A rough outline today beats a perfect brief next week.
Who sees the information I submit?
Your talent strategist and the specialist recruiters approved onto your role. Sensitive details like screening criteria are never shown to candidates.
What does it cost?
Success-based. You pay when you hire, not to onboard, post, or interview. Your strategist walks through exact terms on the intake call before anything is committed.