I didn’t build Staff4Half because the world needed another staffing agency.

I built it because hiring has fundamentally changed — and most founders are still using old rules.

Ten years ago, hiring was simpler.

Post a job.
Review resumes.
Interview a few candidates.
Make an offer.

Today?

Resumes are AI-polished.
Candidates apply to 200 roles in a click.
Skills shift faster than job titles.
Remote expands the talent pool — and the noise.

And founders are overwhelmed.

The problem isn’t access to talent.
There’s more access than ever.

The problem is signal vs. noise.

It’s knowing:

• Who can actually think, not just execute
• Who can own outcomes, not just complete tasks
• Who fits your pace, standards, and leadership style

Hiring has moved from transactional to strategic.

It’s no longer about “filling a seat.”
It’s about designing leverage in a world where information is infinite and attention is scarce.

That’s why I built Staff4Half.

Not to send resumes.

But to help founders:

• Define what they truly need
• Clarify ownership and outcomes
• Vet beyond surface-level credentials
• Design roles that actually create relief

Because the old hiring model creates more activity.

The new hiring model creates scale.

And if you’re still hiring the old way, it’s going to feel harder every year.

Hiring isn’t broken.

It’s evolved.

And we help founders evolve with it.