The people you can't reach. We already know.
Fourteen years in one market: Narrow enough that the good ones pick up. Hiring engineering talent for companies that can't afford a bad hire.
You'll never wonder
where you stand.
Most recruiters send one message and go quiet. Candidates we've placed describe the opposite: regular updates, calls back the same afternoon, no stage of the process where you're guessing.
- A real conversation about what you want, before any role gets pitched.
- Someone who can answer technical questions about the job on the first call.
- Compensation aligned honestly, before you invest weeks.
- Prepared for every round, not just scheduled into it.
- No pressure on the decision. Take the time you need.
- Still in touch a year after you've started.
The engineers you want
aren't applying.
They're employed, well paid, and ignoring recruiters. Getting them into a real conversation is the job. What you get is people you'd actually make an offer to.
- Real technical fluency.
- Fourteen years in one market, so the outreach gets read and the pitch holds up.
- People who can do the job, not forty resumes.
- Expectations and compensation aligned before anyone interviews.
- Direct with the founder. No account handoffs.
What I actually recruit for.
Cyber Security
Identity & Access Management, Application Security, Product Security, Security Operations, DFIR, GRC, Offensive Security, Cloud Security.
Go-To-Market
Sales Engineering, VP & Director of Sales, Professional Services, Marketing leadership. For security and infrastructure vendors from seed to IPO.
Software Engineering
Backend, platform and product engineers for financial firms and high-growth technology companies.
Infrastructure & Cloud
Cloud architects, platform and site reliability engineers, network and systems specialists.
Technical Leadership
CISO, VP Security, Head of Identity, Director of Incident Response, Head of Application Security.
Thirty-eight people wrote these unprompted.
"I almost never answer recruiter calls on purpose, and I was quite content where I was. Bradley got me to pick up the phone, and through the process and offer at the firm I wanted."
"I had never before responded to a LinkedIn message from a recruiter. Bradley is a phenomenal recruiter who has changed my perception of recruiters."
"His candidates are always well prepared, and end up having successful careers here."
"Brad's support did not end once the hiring process was complete. He continued to check in with me even after I started my new role."
"Unlike with some other headhunters, I've never felt out of the loop, and knew exactly what the next step would be."
"A true partner: communicated every step of the way, right up through offer acceptance. I'd recommend Brad to any company that needs to fill priority roles quickly."
The name
- 1.appointverbto assign a job or role to someone.
- 2.appointmentnounan arrangement to meet at a set time.
Apoynt.
The industry calls it a numbers game. It isn't.
Fourteen years in, I've placed engineers and leaders into some of the most security-critical organizations in the world: hedge funds, investment banks, and technology companies where a bad hire is genuinely expensive.
I started Apoynt because most of the industry treats people like inventory and calls it strategy. Great hiring comes down to two things: respecting the time and ambitions of everyone at the table, and having the technical fluency to actually understand the role you're filling. That fluency is the line between forwarding resumes and finding the right person.
Let's have a real conversation.
Whether you're hiring or looking, it starts the same way: a straight conversation about what you actually need.