Every role your growth phase requires — compliance (CCO, BSA Officer, MLRO, Head of Financial Crime, AML analysts), risk (CRO, model risk, operational risk), technology (CTO, Head of Engineering, DevSecOps, blockchain engineers, security architects), and commercial and operational functions including enterprise sales, client success, product management, and operations. There is no restriction on function.

Typically within one week of engagement start. We hold a discovery call, agree the brief, and have your embedded specialist set up inside your ATS and attending your first hiring meeting within days. First active candidates are usually in pipeline within two to three weeks.

If a hire leaves within the first 3 months, payments on that hire stop immediately. There is a 3-month minimum — we ask for this because it gives us enough time to demonstrate whether the hire is working. After that, if the person leaves, payments stop on that individual with no lump sum refund required and no dispute. It just stops.

Yes. After your minimum commitment period, the monthly subscription can be paused at any time. The retention fees on existing hires continue to run during a pause if those individuals are still in role. When you are ready to resume, we restart within a week.

Valmont Grow is designed for Seed to Series B firms that want a subscription model with transparent, predictable pricing. The full Embedded Solutions service is a bespoke, higher-touch engagement typically suited to Series B and Series C firms running larger, multi-function hiring programmes. If your business has scaled to the point where Grow no longer fits, we will tell you and transition you to the right engagement structure.

On the Growth and Scale tiers, your recruiter is dedicated full-time to your business. On the Seed tier, your recruiter works on a fractional basis — typically two or three clients at a time, all within regulated financial markets so there is no loss of domain context.

Your recruiter operates inside your infrastructure — your ATS, your Slack, your email. They attend your weekly leadership and hiring calibration meetings. They brief candidates on your behalf using your brand and your positioning. To the outside world, they are part of your team. To your hiring managers, they feel like a colleague who genuinely understands the role.