Meet the right people, not more applicants.Stop sorting through applicants.
Start meeting the right people.Hire top talent from withinand

Two ways in. Some come to Clera themselves - referrals, Clera's job pages, a friend who sent them. The rest Clera goes out and finds for a specific role. Either way nobody reaches your shortlist without talking to Clera first, about what they want next and whether they're actually ready to move. So a match is never a scraped profile with a plausible title.

Most companies get their first matches within 24 hours. Each profile comes with a clear reason they fit - your stack, your stage, your culture. Not a pile of resumes to sort through.

Tell Clera why and she recalibrates. Clera learns what you're actually looking for from every pass and every conversation - not just what's written in the JD. The matches get sharper with every round of feedback.

The job board post that gets 400 applications and maybe three worth reading. The sourcing hours your team shouldn't be spending. The expensive agency, where you spend weeks waiting. Clera handles sourcing, screening, and intros - you just show up to the conversations that matter.

One flat 15% network fee - only when you make a hire. No upfront costs, no job posting fees, no monthly subscriptions. You pay nothing until you find the right person.

You don't pay. That's it. Clera is incentivized to find you the right person, not to fill a seat.

Engineering, sales, and the founder-adjacent roles in between - founding engineers, forward deployed, account executives, founders associates. Clera works best for Seed to Series C teams in San Francisco, New York, Austin, and across Europe.

Tell Clera the role, the stack, what matters. Clera picks up on what a job description never captures - how your team actually works and what's going to make someone stay, then uses it on every match after that.