What Lens is
A wrong senior hire is paid for by the board, the CFO, and the investors — over a two-year arc. Lens exists to surface the misalignment before the offer goes out.
It works inside a retained search firm like a sharp new associate. A recruiter authors a role lens through a guided intake — what the seat actually demands, what would derail it, what "great" looks like past the spec. Lens then reads candidates against that lens and shows where they fit, where they don't, and what's worth asking next.
The output isn't a verdict. It's a structured starting point for the conversations that decide the hire.
Not an assessment
Constructive identity, not a hiring verdict.
Lens describes a person and a role in enough depth to discuss them well. It doesn't rank, gate, or claim to predict.
Discovery, not screening.
Keyword filters and personality tests compress people into a label. Lens opens the picture up — the way a good search consultant would.
A shared object, not a black box.
Every signal traces to its source. The recruiter stays in the chair; Lens does the legwork.
Early signal
I've been testing Lens with the people who'd use it and pay for it — retained search partners, PE operating partners, and executive coaches. A few things they've said:
“I put in 14, 16 hours a day... trying to figure out if the person’s as good as their resume.”
“The exact opposite of a resume or cover letter — where you tell the employer what they want to hear.”
“Executive recruiting would be most interested... these are hires where compensation is well in excess of a million dollars. They should be willing to put in the time.”
Where this goes
A senior career is more than a résumé. Lens is the start of a portable layer of professional identity — owned by the person, recognized across the firms that hire them.
Get in touch
Lens is in limited release with a small group of search firms and operators. If that's you, I'd like to talk.
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