Engineer-Led Recruiting

I recruit engineers. I can tell if they're good.

I'm Brett Fisher, a former software engineer who recruits senior full-stack engineers for early-stage startups. I screen every candidate myself with a real technical conversation. You get a shortlist that's actually earned it.

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Why it's different

01

Engineer-Led Screening

I spent seven years as a software engineer. I conduct real technical conversations that reveal whether someone can actually do the job. No keyword matching, no ATS filter, no junior coordinator running a script.

02

No Résumé Theater

AI has made it easy for anyone to look senior on paper. A polished résumé or LinkedIn profile is no longer a reliable signal. I evaluate what candidates have actually built: live projects, specific repos, real engineering decisions.

03

Startup-Specific

Fisher Recruiting works exclusively with early-stage and venture-backed startups hiring senior full-stack engineers. Not enterprise. Not volume. One search at a time, done properly.

04

Hiring Manager Empathy

I've been on the receiving end of bad recruiter shortlists: résumés that looked great and candidates who fell apart in the first twenty minutes. I know what that costs a startup, and I'm not willing to do it to my clients.

Brett Fisher, Founder of Fisher Recruiting

Founded by an engineer

Brett Fisher

Before starting Fisher Recruiting, I spent seven years as a software engineer. I've been a hiring manager who got burned by agencies that couldn't evaluate the candidates they were sending. I've also been the engineer in interviews where it was clear the recruiter had no idea what the role actually required.

I started Fisher Recruiting because I knew I could do this differently. In an era where AI can make anyone sound like a senior engineer on paper, the only reliable signal is a technical conversation with someone who knows what to listen for. That's what I do.

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Tell me about the role. I'll follow up within 24 hours.