8 Actionable Message for Hiring Manager Templates That Get Replies in 2026

Read Time: 8 min read

In the competitive tech job market, a generic message is a guaranteed way to be ignored. Hiring managers at high-growth startups and established tech firms are inundated with outreach, making it crucial to craft a message for hiring manager that is personalized, strategic, and speaks directly to their needs. A templated, low-effort approach signals that you haven't done your research, immediately placing you at the bottom of the pile. Conversely, a well-crafted message demonstrates genuine interest, aligns your skills with the company's specific challenges, and positions you as a proactive problem-solver from the very first interaction. This distinction is often the deciding factor between securing an interview and receiving no reply at all.

This guide breaks down eight proven message archetypes that go beyond the standard "I'm interested in your role" template. We'll provide actionable examples, a strategic analysis of why each works, and tactical insights you can apply immediately. While candidates are responsible for sending compelling messages, the onus is also on employers; understanding how top companies improve the candidate experience can give you an edge by showing you what their high standards look like from the inside.

Whether you're making initial contact, following up after an interview, or negotiating an offer, these frameworks are designed to help you capture attention and land your next role. We will cover specific scenarios, from referencing a mutual connection to highlighting your alignment with a startup's rapid growth. Each example is built to be adapted, giving you a replicable strategy to stand out in a crowded inbox and demonstrate your value before you even speak to a recruiter.

1. The Personalized Introduction Message

This is a direct, one-on-one message that goes far beyond generic templates. Instead of a broad "we liked your profile," it references specific details about your background, skills, or public projects. This approach demonstrates genuine interest and shows you’ve done your homework, which is critical when trying to attract top-tier, often passive, tech talent.

This method is particularly effective for early-stage startups where every hire has a massive impact. A thoughtful message can cut through the noise of automated recruiter outreach and start a meaningful conversation. It aligns with a more human-centric hiring philosophy, treating candidates as unique contributors rather than just keywords on a profile.

Strategic Breakdown

• Why It Works: Personalization builds an immediate connection. By mentioning a specific GitHub repo, a talk they gave, or a unique skill listed on their resume, you validate their work and show you see them as an individual expert.
• When to Use It: This is the go-to strategy when you're highly interested in a specific role. It’s a high-effort, high-reward tactic best reserved for your top prospects.
• Who to Send It To: Send this directly to the hiring manager or a team lead. This adds a layer of credibility that a generic application can't match.

Actionable Tips & Examples

To craft an effective personalized message for a hiring manager, follow these steps:

1. Reference a Specific Accomplishment: Mention 1-2 concrete achievements from their work or company that impressed you.
   • Example: "Hi [Hiring Manager Name], I'm [Your Name], a senior engineer specializing in distributed systems. I've been following [Company]'s work and was particularly impressed by the recent launch of [Product Feature]. The architecture behind it seems fascinating."
2. Connect Your Skills to Their Problem: Clearly articulate how your expertise addresses a current challenge their team might be facing.
   • Example: "I saw on the job description you're scaling your data ingestion pipeline. In my previous role at [Your Past Company], I led a project that increased data processing efficiency by 40% using [Relevant Technology], which seems highly relevant to your goals."
3. Keep it Authentic: Avoid corporate jargon. Use a conversational, direct tone that shows genuine enthusiasm.
4. Propose a Clear Next Step: Don't leave it open-ended. Suggest a specific action.
   • Example: "If my background in scaling data systems aligns with your team's needs, I'd welcome the chance to discuss it further. Would you be open to a brief 15-minute chat next week?"

2. The Problem-Solution Alignment Message

The problem-solution alignment message shifts the focus from your resume to the specific, compelling challenge the team is trying to solve. Instead of listing your skills, you frame your experience as the key to unlocking their solution. This method appeals directly to high-impact builders who are motivated by solving difficult puzzles and seeing their work make a tangible difference.

This approach is highly effective in the startup ecosystem, where candidates often prioritize impact and mission over the perks of a large corporation. By leading with the "why" behind your interest, you demonstrate that you possess not just the right skills, but the right mindset for a high-growth environment.

Strategic Breakdown

• Why It Works: Top engineers and product leaders are problem-solvers by nature. This message for a hiring manager taps directly into that intrinsic motivation, making you feel less like an applicant and more like a potential collaborator.
• When to Use It: Ideal for critical, hard-to-fill roles where the impact of a single hire is immense. Use it when your skills are a perfect match for a significant technical or business hurdle mentioned in the job description, like infrastructure scaling or entering a new market.
• Who to Send It To: This message is most powerful when sent to a technical leader, like a CTO, VP of Engineering, or the direct hiring manager. They have a deep understanding of the problem and will appreciate your direct approach.

Actionable Tips & Examples

To effectively frame a problem-solution alignment message, follow these practical steps:

1. Lead with the Problem: Show you understand their challenge clearly and concisely in the first one or two sentences.
   • Example: "Hi [Hiring Manager Name], I'm [Your Name], a product manager passionate about user onboarding. I read that [Company] is focused on reducing churn in the first 30 days, which is a challenge I'm very familiar with."
2. Connect Your Experience to the Solution: Explicitly link a project or skill from your profile to their specific problem.
   • Example: "At [Previous Company], I redesigned our onboarding flow which led to a 25% increase in Week 1 retention. I focused on [Specific Tactic], and it seems like a similar approach could be beneficial for your platform."
3. Quantify Your Impact: Use concrete metrics to illustrate your past successes and the value you can bring.
   • Example: "The changes I implemented not only improved retention but also boosted our key activation metric by 15% within a single quarter."
4. Provide a Clear and Compelling Call to Action: Suggest a brief, low-commitment conversation focused on the problem itself.
   • Example: "If you're open to exploring new strategies for user retention, I'd love to share some of my insights. Would you have 20 minutes for a call next week?"

3. The Mutual Connection Reference Message

This message for a hiring manager leverages a shared connection, common background, or mutual network to instantly build rapport and credibility. Instead of a cold outreach, it establishes a warm, familiar context by referencing a person, university, accelerator, or past company you both know. This approach taps into the power of social proof, making your message feel less like a random inquiry and more like a trusted referral.

This tactic is incredibly effective in close-knit tech ecosystems like startup communities or specific alumni networks. It immediately distinguishes your message from the hundreds of generic ones a hiring manager receives, signaling that you are part of their professional circle. It’s a subtle yet powerful way to build an initial bridge of trust before ever discussing the role itself.

Strategic Breakdown

• Why It Works: Referencing a mutual connection creates an immediate shortcut to trust. It implies a baseline of shared values or standards and encourages the hiring manager to view your profile more favorably from the start.
• When to Use It: Use this strategy when you discover a legitimate, strong connection on platforms like LinkedIn. It is especially powerful for reaching passive candidates or for roles at companies with a strong alumni culture.
• Who to Send It To: Send this directly to the hiring manager. This approach adds significant weight to your application and shows you are thoughtful and well-networked.

Actionable Tips & Examples

To craft a compelling mutual connection message, follow these practical steps:

1. Lead with the Connection (Briefly): Mention the shared connection in your opening sentence to grab their attention immediately. Keep it concise.
   • Example: "Hi [Hiring Manager Name], I hope you're having a great week. Our mutual connection, Sarah Doe from [Mutual Company/Network], suggested I reach out to you."
2. Get Permission First: Don't just name-drop. Reach out to your mutual contact first for a proper introduction or at least get their permission. Just as startups often leverage a warm introduction strategy to connect with VCs, candidates can use mutual connections to boost their messages.
3. Pivot to the "Why": After establishing the connection, quickly transition to why you are reaching out and how your specific skills align with the role.
   • Example: "I saw you're hiring a Senior Backend Engineer. Given my experience scaling similar systems at [Past Company], where we both worked, I was excited to reach out directly about the opportunity."
4. Propose a Clear Next Step: End with a direct and simple call to action.
   • Example: "If you’re open to it, I’d love to find 15 minutes to discuss how my background could help your team achieve its goals."

4. The Equity and Long-Term Value Message

This message shifts the focus from immediate salary to the long-term wealth-building potential of equity. You use this when negotiating or clarifying an offer. It emphasizes ownership, the potential financial upside, and your interest in becoming a key stakeholder in the company's success. This approach demonstrates that you're an entrepreneurial candidate motivated by building something valuable and sharing in its growth.

This strategy is particularly effective for early-stage startups that may not be able to compete with Big Tech on salary but can offer a significant ownership stake. A well-crafted equity-focused message for a hiring manager positions you as a partner rather than just an employee. It shows you understand risk-reward and are looking for an opportunity with a potentially life-changing financial outcome.

Strategic Breakdown

• Why It Works: It frames compensation as a long-term investment, aligning your financial success with the company’s. Requesting transparency about equity, valuation, and runway builds trust and shows you are thinking like a future partner.
• When to Use It: Ideal for offer-stage conversations with early-stage (Seed to Series B) startups where equity is a major component of the total compensation. It's also powerful when you are moving from a large public company and seeking more meaningful ownership.
• Who to Send It To: This message has the most impact when sent directly to a founder or a C-suite executive who can speak to the company's vision and financial trajectory.

Actionable Tips & Examples

To frame a conversation around long-term value, be transparent and specific in your request:

1. Express Excitement and Ask for Clarity: Start by showing enthusiasm for the offer, then pivot to the equity component.
   • Example: "Hi [Hiring Manager Name], thank you so much for the offer to join as [Role]. I'm very excited about the opportunity. To fully evaluate the compensation package, could you provide a bit more context on the equity portion?"
2. Ask for Specific Financial Context: Request the information needed to evaluate the offer, including the last valuation and total shares outstanding. Understanding these details is a key part of learning how to negotiate stock options.
   • Example: "Specifically, could you share the total number of fully-diluted shares outstanding and the preferred price per share from the last funding round? This would help me understand the value of the [Number] options offered."
3. Inquire About Vesting and Terms: Ask about the vesting schedule, any cliffs, and refresh policies. This demonstrates a mature approach to compensation.
   • Example: "I assume the grant vests over four years with a standard one-year cliff, but could you please confirm? Also, what is the company's policy on performance-based equity refreshes?"
4. Connect Your Role to Future Value: Frame your questions to show you're thinking about how your contribution will drive company growth.
   • Example: "Understanding this helps me align my long-term incentives with the company's success, especially since my work will be critical to hitting our next product milestone."

5. The Rapid Growth and Momentum Message

This message leverages a startup's recent traction and success to frame your interest. Instead of just saying you're interested in the role, you lead with impressive, quantifiable metrics you've noticed, like user growth, revenue milestones, or significant market validation. This approach is designed to show you're an ambitious candidate who is motivated by the chance to join a high-velocity, winning team.

This message for a hiring manager works because it speaks directly to your desire to make an impact at a company that is clearly on an upward trajectory. For entrepreneurial talent, particularly those sourced from platforms like Underdog.io, showing you recognize their scaling success is a strong signal that you want to contribute directly to meaningful business outcomes. It shifts the conversation from "I need a job" to "I want to be part of your success story."

Strategic Breakdown

• Why It Works: Citing high-growth metrics shows you've done your homework and are commercially aware. It appeals to a hiring manager by validating their team's success and creates a sense of shared excitement. It positions you as someone who wants to accelerate, not just ride, the wave.
• When to Use It: This is most effective for startups that have recently hit major milestones, such as closing a funding round, achieving product-market fit, or announcing explosive user growth in the press. It's ideal for showing you're driven by impact and equity value.
• Who to Send It To: A founder, CEO, or hiring manager will appreciate this message. It's most impactful when sent to a leader who is directly responsible for the company’s trajectory and vision.

Actionable Tips & Examples

To create a compelling growth-focused message, follow these practical steps:

1. Lead with a "Wow" Metric: Start with your single most impressive growth statistic you found to grab their attention immediately.
   • Example: "Hi [Hiring Manager Name], I'm [Your Name], a senior marketer with a background in PLG. I saw the recent TechCrunch article announcing you crossed 1 million users—congratulations on that incredible milestone. That kind of velocity is exactly what I'm looking for in my next role."
2. Provide Context and Validation: Back up the headline metric with another proof point you found to build credibility.
   • Example: "Following that news, I noticed your ARR has likely tripled in the last year, especially with new enterprise clients like [Customer A] and [Customer B]. This growth must be creating some interesting challenges for the platform team."
3. Connect Your Skills to Their Growth: Clearly explain how your experience can help them manage or accelerate this rapid scaling.
   • Example: "At my last company, we scaled from 500k to 5M users, and I was responsible for optimizing our user acquisition funnels. I believe my experience could help you navigate this next phase of growth efficiently."
4. Signal Future Ambition: Frame your interest around their future plans to show you're thinking long-term.
   • Example: "As you continue to scale, I'm confident my skills in [Your Skill] would be a valuable asset. I'd be very interested in discussing how I could contribute to your team. Would you be open to a brief call?"

6. The Learning and Skill Development Message

This type of message for a hiring manager focuses on your desire for unique learning opportunities, direct mentorship, and rapid skill-building. It positions you not just as a candidate, but as an ambitious professional seeking a career accelerator. This approach is highly effective for ambitious early-career professionals or specialists looking to broaden their expertise in a hands-on environment.

Unlike large corporations with siloed roles, startups offer a dynamic setting where learning is a byproduct of high-impact work. This message highlights your understanding of that trade-off: less formal structure in exchange for more ownership, direct access to leadership, and the chance to wear multiple hats. It appeals directly to a growth mindset, framing your application as a chance to gain years of experience in a condensed timeframe.

Strategic Breakdown

• Why It Works: It taps into a primary motivator for top talent: professional growth. By showcasing your focus on learning and mentorship, you differentiate yourself from other candidates and show you're invested in your long-term career.
• When to Use It: Ideal for junior to mid-level talent (0-5 years of experience) who prioritize learning. It’s also effective for specialists who want to transition into more generalist roles, like a back-end engineer wanting to learn front-end development.
• Who to Send It To: A message to the direct hiring manager or a senior team member who would act as a mentor is most powerful. It demonstrates a genuine interest in their team's expertise.

Actionable Tips & Examples

To frame a compelling learning-focused message, follow these guidelines:

1. Name Specific Skills You Want to Learn: Be explicit about what you hope to learn from them. Vague desires for "growth" are ineffective.
   • Example (Junior Engineer): "Hi [Hiring Manager Name], I'm [Your Name], an engineer with a strong foundation in Python. I'm particularly drawn to this role because it offers hands-on experience with Kubernetes and large-scale database management, which are the exact skills I'm focused on developing."
2. Highlight a Potential Mentor: If possible, mention a senior person on the team whose work you admire.
   • Example (Product Designer): "I'm also deeply impressed by the work of [Senior Designer's Name] on your new mobile UX. The opportunity to learn from someone with their expertise in data-informed design is incredibly exciting to me."
3. Balance Learning with Contribution: Show that you're not just there to learn, but to apply your current skills to contribute value from day one.
   • Example: "While I'm eager to learn about [New Skill], I'm confident my current experience in [Your Skill] can immediately help your team with [Specific Task/Project] from the job description."
4. Frame Your Ambition as an Asset: Be transparent that you're looking for an environment that will push you, framing it as a positive for the company.
   • Example: "I'm seeking a fast-paced environment where I can take on significant ownership and accelerate my learning. I believe this drive would make me a valuable and proactive member of your team."

7. The Founder/Leadership Proximity Message

This message highlights your interest in working directly with key decision-makers and influencing company strategy. This type of message for a hiring manager or founder goes beyond just wanting a job; it shows your desire for a seat at the table where crucial product and business decisions are made. It appeals directly to experienced candidates who may feel stifled by the bureaucracy of larger corporations and are motivated by autonomy, impact, and a lack of organizational hierarchy.

This approach is especially powerful for early-stage startups where every team member's contribution is visible and critical. By emphasizing your desire for a flat structure and direct collaboration with founders, you tap into a key startup value proposition. It frames your application not just as a set of tasks, but as a potential partnership in building something significant from the ground up.

Strategic Breakdown

• Why It Works: It sells a unique value you're looking for that large companies cannot offer: direct influence and visibility. This shows the hiring manager that you understand the startup environment and are drawn to the idea that your ideas won't get lost in layers of management.
• When to Use It: Ideal for senior talent from enterprise backgrounds or for entrepreneurial candidates applying for pivotal roles in engineering, product, or design. It works best for pre-Series B startups where this proximity is a genuine, day-to-day reality.
• Who to Send It To: This message has the most impact when sent directly to a founder or a C-level executive. It validates their importance and shows you are serious about making a strategic impact.

Actionable Tips & Examples

To craft a compelling proximity message, focus on tangible outcomes and transparent communication:

1. Emphasize Direct Collaboration and Impact: Clearly state that working closely with leadership is a key reason for your interest.
   • Example: "Hi [Founder's Name], I'm [Your Name], a senior product leader. As I was researching [Company], what stood out to me most was the opportunity for the first dedicated Product Manager to work directly with you and the CTO to shape the product roadmap."
2. Reference Their Vision: Show you've done your homework by mentioning something a founder has said publicly.
   • Example: "I recently listened to your interview on the [Podcast Name] podcast where you discussed your vision for [Company's Mission]. The chance to help execute that vision firsthand is a significant draw for me."
3. Showcase Your Path for Growth: Connect your desire for influence to the company’s scaling journey.
   • Example: "I am looking for a role where I can not only build product but also help build the product organization. The prospect of shaping the data science function as the company grows is very appealing."
4. Frame it as a Partnership: Use language that suggests collaboration rather than just employment.
   • Example: "I believe my experience in [Your Field] could be a strong asset in helping you navigate the challenges of the next growth stage. I'd be very interested in discussing how we might partner on this."

8. The Flexibility and Remote-First Message

This message highlights your alignment with a company's flexible or remote-first culture. In today's market, many top candidates prioritize autonomy over where and when they work. Instead of treating this as an afterthought, this message for a hiring manager puts your appreciation for remote work, flexible hours, and an async-friendly culture front and center. It immediately signals that you are a candidate who trusts and is trusted, valuing output over office presence.

This approach is highly effective in the tech industry, where candidates often filter opportunities based on their remote work policies. By being proactive and showing that your work style aligns with their company's stance on flexibility, you attract attention from forward-thinking companies and appeal to managers seeking sustainable, long-term hires. It’s a message that says, "I understand how you work, and I thrive in that environment."

Strategic Breakdown

• Why It Works: It directly addresses a major decision-making factor for modern tech professionals. Showing alignment with their remote policies builds immediate rapport and filters you in as a candidate whose work style matches their company culture.
• When to Use It: Use this message when flexibility is a core part of the company's value proposition. It’s essential for roles advertised as remote or hybrid and is a strong way to show you've researched their culture.
• Who to Send It To: This message is effective for recruiters or hiring managers. When sent to a hiring manager, it reinforces that you understand their team's culture and are prepared to succeed in it.

Actionable Tips & Examples

To craft a compelling flexibility-focused message, be specific and show your alignment.

1. Acknowledge Their Remote Policy Clearly: Show you've noticed and value their specific approach to remote work.
   • Example: "Hi [Hiring Manager Name], I'm reaching out about the Senior Software Engineer role. I was particularly drawn to [Company]'s 'work from anywhere' policy, as I've been working effectively in a fully distributed team for the past three years."
2. Explain How You Thrive in That Environment: Describe the skills or processes you use that make you a successful remote employee. This shows you're thoughtful about the remote experience.
   • Example: "I am highly proficient with async communication tools like Slack and Notion, and I prioritize clear documentation to ensure seamless collaboration across time zones. This approach has allowed me to lead projects successfully with teams distributed globally."
3. Connect Flexibility to Your Productivity: Mention how their policies will help you do your best work. For more insights, you can explore the landscape of startup remote jobs.
   • Example: "Your focus on asynchronous work and core meeting hours is ideal for my productivity, as it allows for the deep, focused time required for complex problem-solving."
4. Reiterate Your Interest in the Role: Ensure the focus remains on your qualifications for the job, with the culture fit as a strong supporting point.
   • Example: "This cultural alignment, combined with my extensive experience in [Your Technical Skill], makes me very excited about the possibility of contributing to your team. I've attached my resume and would welcome a chance to speak further."

8 Hiring-Manager Message Types

Turning Messages into Meaningful Conversations

We've explored a comprehensive arsenal of message templates, from the initial personalized introduction to the strategic follow-up and the nuanced negotiation. Throughout these examples, a core principle has emerged: the most effective message for a hiring manager is not a static script but a dynamic conversation starter. It transcends the basic transactional nature of a job application and begins to build a professional relationship grounded in mutual respect and shared value.

The journey from a cold outreach to a signed offer letter is paved with thoughtful communication. Simply copying and pasting a generic template is the modern equivalent of a limp handshake; it conveys a lack of genuine interest and effort. The strategies outlined in this guide, such as aligning your skills with a company's specific problems or leveraging a mutual connection, are designed to be building blocks for your unique narrative.

From Template to Triumph: Key Takeaways

The true power of a well-crafted message lies in its ability to demonstrate your strategic thinking before you even step into an interview. It shows that you've done more than just read a job description; you've understood the company's challenges, vision, and culture.

Here are the critical takeaways to internalize:

• Personalization is Paramount: Every message for a hiring manager must be tailored. Mentioning a specific project, a recent company milestone, or a shared professional interest instantly elevates your communication above the noise.
• Value Proposition is Non-Negotiable: Always lead with value. Instead of asking what the company can do for you, articulate what you can do for them. Frame your experience as a direct solution to their potential pain points.
• Clarity and Brevity are Your Allies: Hiring managers are incredibly busy. Your message should be scannable, direct, and respectful of their time. Use short paragraphs, bullet points, and bold text to highlight key information.
• Confidence, Not Arrogance: Your tone should be confident and professional. Whether you're discussing salary or asking for an interview, convey your belief in your abilities without coming across as demanding or entitled.

Actionable Next Steps: Putting Theory into Practice

Mastering the art of the message for a hiring manager is an ongoing process of refinement. It’s not about finding one perfect template but about developing the right mindset. Before you send your next message, commit to these three actions:

1. The 15-Minute Research Rule: Dedicate at least 15 minutes to researching the company and the hiring manager before you write a single word. Look for recent press releases, LinkedIn posts, or conference talks. Find a genuine point of connection.
2. The "So What?" Test: After drafting your message, read every sentence and ask yourself, "So what?" Does this point clearly demonstrate your value or relevance to the role? If not, revise it until it does.
3. Create Your Personal Playbook: Don't rely on this article alone. Start a document where you save your most successful message variations. Note which subject lines get the best open rates and which value propositions lead to interviews. This becomes your personal, data-driven guide to effective outreach.

Ultimately, each message you send is a reflection of your professional brand. It's an opportunity to showcase your communication skills, your strategic insight, and your authentic enthusiasm. By moving beyond generic templates and embracing a strategy of thoughtful, value-driven communication, you transform a simple message into a powerful career catalyst, opening doors to the roles and companies that will define your future.

Message Hiring Manager's FAQs

What is the most common mistake when writing a message for a hiring manager?

The biggest mistake is sending a generic, copy-paste template that lacks any personalization. Hiring managers are inundated with low-effort outreach. Failing to reference a specific project, recent company milestone, or detail from their profile signals a lack of genuine interest and is the fastest way to be ignored.

How do I find the right hiring manager to contact?

For most tech companies, the direct hiring manager is often the Head of Engineering, VP of Product, or Team Lead, not just a corporate recruiter. Look for the person who posted the job on LinkedIn or the company's careers page. You can also search for leaders of the specific team you're applying to. The blog emphasizes that sending your message directly to this person adds significant credibility.

What should I include in a personalized outreach message?

A strong message should: 1) Reference a specific, impressive accomplishment of the company or individual, 2) Clearly connect your unique skills to a current challenge mentioned in the job description, 3) Quantify your past impact with metrics, and 4) End with a clear, low-commitment call to action (e.g., a 15-minute chat).

When is the best time to send a message about equity and compensation?

This topic is best discussed at the offer stage, after the company has decided they want to hire you. The blog provides a specific template for this scenario, advising you to lead with enthusiasm for the role, then ask for clear details on fully-diluted shares, the latest valuation, and vesting terms to properly evaluate the long-term value of the offer.

How do I leverage a mutual connection without being awkward?

Always get permission from your contact first. A brief, "Would it be alright if I mentioned your name when I reach out to [Hiring Manager]?" is respectful and effective. When you message the hiring manager, mention the connection briefly in the first sentence, then quickly pivot to why you're excited about the role and how your skills align.

Is it effective to message a hiring manager on LinkedIn or by email?

Both can be effective, but email is often more direct and less cluttered. If you can find the company's email format (e.g., firstname@company.com) or use tools to discover it, a thoughtful email can stand out more than another LinkedIn InMail. Always tailor your approach to the platform.

‍

Tired of sending messages into the void? On Underdog.io, the script is flipped. Top tech companies apply to you with salary details upfront, meaning your first "message for a hiring manager" is actually their compelling pitch to you. Sign up on Underdog.io to connect with innovative startups in NYC, SF, and remote who are actively seeking top talent like you.