We build and maintain warm pipelines of 100–200 pre-qualified candidates for your critical roles. When you need to hire, they're already vetted and ready.
By the time you post a job, screen resumes, and run interviews — you've lost 8–12 weeks.
Average time-to-hire for a critical role using traditional recruiting or job boards.
The cost of a single bad hire — in lost productivity, culture disruption, and rehiring time.
Of top candidates aren't actively looking — meaning job posts simply can't reach them.
We maintain your talent pipeline before you need it — so interviews start in 48 hours, not 6 weeks.
100–200 pre-qualified candidates maintained monthly. Relationships nurtured so they're excited about your company before you call.
Detailed dossiers — not just resumes. Skills, motivations, timeline, compensation expectations. No surprises.
No placement fees. Hire unlimited candidates from your pipeline. You own the data — always.
Say the word. First interviews scheduled within 48 hours of your go signal.
From signed contract to first warm candidates in 6 weeks.
Deep dive into your culture, roles, and what great looks like for your team.
Source, screen, and qualify 100–200 candidates with detailed dossiers.
20–40 new candidates added monthly. Existing pipeline kept warm.
Interviews start immediately. Close in weeks, not months.
"Ember cut our hiring time from 3 months to 3 weeks. We had 150 qualified candidates ready to go when we needed to scale fast."
Three ways to transform how your company finds and hires great people.
"Like having a CRM for hiring — always warm, never cold."
"Your complete hiring OS — installed in 7 days."
"Strategic talent advisory — when you need an expert."
We're looking for 3–5 companies to grow with us. You get half-price access. We get honest feedback and a great case study.
Only 3–5 founding spots available
"Every great startup I've watched struggle had one thing in common: they waited until they needed someone to start looking."
After years in talent acquisition watching high-growth companies lose momentum to slow hiring, Mark Nies built Ember Talent around a deceptively simple idea: what if your pipeline was already warm before you needed it?
Traditional recruiting is reactive by design. An agency starts from zero every time. A job post reaches only the candidates actively looking — which is less than 27% of the best talent available.
Ember Talent inverts that model. We build relationships before there's a role to fill. We named the company Ember for a reason: a fire burns hot and burns out. An ember sustains — quietly warm, patient, and ready to ignite the moment it's needed.
We build pipelines before clients need them.
We build genuine connections, not cold databases.
60% faster without cutting quality. Speed from preparation.
You always know exactly what's in your pipeline.
We're invested in your outcomes, not just deliverables.
100 perfectly matched beats 1,000 cold contacts.
High-growth tech companies, 20–150 employees, hiring 10–30 people annually with no time to spare.
Post-acquisition growth companies needing to scale rapidly within 100-day value creation plans.
Venture firms offering talent infrastructure as a portfolio value-add. One relationship, multiple companies.
Companies hiring 10+ annually in Sales, Engineering, Ops, and Customer Success where traditional models drain budget.
I personally respond to every inquiry and do every discovery call. You'll always talk to the person building this company.
Book a 30-minute discovery call directly on my calendar.
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