You've built from zero before. You shouldn’t have to over-explain what you bring.

We connect former founders with our network of pre-vetted startups, that have breakout traction, high talent density and solving hard technical problems

From thousands of profiles, we work with a highly selective group: YC alumni, SPC Fellows and early Unicorn builders all exploring their next mission.

Apply for access — sign up with LinkedIn

We exclusively partner with founding teams at tier-1 backed companies

The highest signal source of talent in the world.

We advise and connect the world’s most talented founding operators to high-impact missions.

Amol Jain — Joined Replit as first Head of Product Engineering

Ex-CTO & co-founder of WorkWhile (YC), $20M+ ARR through Series B. Former tech lead at Airbnb, engineer at Facebook.

Sai Kodur — Joined Coframe (Khosla) to lead data & AI engineering

Ex-CTO & co-founder of Spoonshot (food-tech AI). Senior engineer at Myntra & Zomato. South Park Commons member.

Jimmy Chan — Joined Vapi (YC) as product hire #1

Ex-CEO & co-founder of Dropbase (YC W20). McGill CS (NLP thesis)

Vanessa Piacente — Joined ElevenLabs as CS hire #1, now Global Head of CS

Built customer success from scratch at two unicorns. Director of CX at Fable, client onboarding lead at League.

Scott Lowe — Joined Sphere (YC; $21M Series A led by a16z) as founding engineer

Previously twice YC-backed. Chose to go back to building at a seven-person team scaling AI-native global tax compliance.

Tim Kral — Joined Meanwhile ($122M raised; Bain Capital, Sam Altman) as founding engineer

Ex-CTO & co-founder of DianaHR (YC W24). Former VP Engineering at Relay Payments, senior engineering manager at Medium.

Allie Meng — Joined Beacon ($335M raised; GC, Lightspeed) as Product Director

2x founder with an exit (BeyondHQ, ReblCare). 3x PM, 2x founder, 1 exit.

Pranav Pativada — Joined AIUC (Nat Friedman) as engineer #1

Former quant at IMC Trading. Award winning published AI research. AI alignment research at Oxford.

What our network says

• “Increasing your surface area for luck is key in hiring. Traditional recruiters never felt like they were expanding my reach. Dynamism gave me direct access to ex-founders and CTOs—exactly who we love hiring.” - Robert Chandler, CTO Founder Wordware.ai (YCs largest ever seed round $30m and ProductHunt award winner)

• “It can be tricky for ex-founders to find great companies to work for - Richard and dynamism team went to extreme lengths to support me to successfully land the perfect next role. Dynamism's network is epic and no surprise they've become the go-to for technical Y Combinator alum exploring new opportunities.“ - Technical YC founder (Alum)

• “Richard’s been backing ambitious founders forever—he even prepped me for YC in 2019. He has an uncanny eye for high-agency people. We just hired an ex-Unicorn operator to build out a new function referred to Dynamism, the kind of candidate who could walk into any startup they wanted.” - Luke Harris, Head of Growth ElevenLabs.com Previous Co-founder Fella (YC W20) now at $20m ARR, Head of Product at PostHog

• “Before I worked with Dynamism, I always felt like I had to apologize for wanting a perfect fit. But Richard helped me realize it’s okay to keep the bar high and say, ‘No, this candidate isn’t right.’ It was actually pretty transformative for me as a founder.” - Natasha Baker, CEO Founder SnapMagic.com (YC backed, AI-platform used by 1.5m engineers at orgs incl. NASA, Apple and McLaren 🏎️)

Where ambitious former founders find their next mission

"The secret of my success is that we have gone to exceptional lengths to hire the best people in the world." - Steve Jobs, Apple

"The vast majority of founders don’t spend nearly enough time hiring…you should probably be spending between a third and a half of your time hiring " - Sam Altman, Open AI

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🌟 Why we do this?

Hey, I’m Richard Serunjogi, Founder and Chief Talent Spotter at Dynamism. For nearly a decade, I’ve been helping founders I've invested in or those within my network meet top talent—usually from organizations like McKinsey, Y Combinator, or Google.

After helping thousands of business owners access finance via my YC startup Business Score (YC S19), I observed that the greatest difference in success was their ability to hire people with ‘’dynamism’’. This inspired me—after exiting—to double down focus on my passion for talent spotting and broader mission to maximize the World's Ikigai—helping people find purpose and fulfillment.

I love spotting talent and making connections. This product helps me extend that to even more founders. I hired my CTO for my startup, Business Score (YC S19), backed by YC, LocalGlobe, Paul Graham, and Dropbox’s (employee #1) - the original ‘founding engineer’, Ashton Moates.

What I enjoyed most is hiring entrepreneurial people—over half of my startup hires have gone on to become founders.

Our approach is rooted in Silicon Valley’s 'pay it forward' mindset. We can spot dynamism without even meeting you! Many in our network have gone on to build unicorns as founders or early team members at companies including Ramp, Atrium, and Revolut.

Full circle: The first unicorn founder I backed at seed stage while at McKinsey in 2016 was Tom Blomfield (Monzo Co-founder, now YC partner). Monzo went on to secure backing from tier 1 VCs including YC, Accel and Google Ventures. His dynamism and resourcefulness inspired me to become a founder supporting early-stage founders.

"I'd rather interview 50 people and not hire anyone than hire the wrong person." - Jeff Bezos, Amazon

"I will only hire someone to work directly for me if I would work for that person." - Mark Zuckerberg, Facebook

“A company’s culture is the foundation for future innovation. An entrepreneur’s job is to build the foundation.” - Brian Chesky, Airbnb

Helpful notes on hiring and work

How to hire by Sam Altman

“The vast majority of founders don’t spend nearly enough time hiring. After you figure out your vision and get product-market fit, you should probably be spending between a third and a half of your time hiring. It sounds crazy, and there will always be a ton of other work, but it’s the highest-leverage thing you can do, and great companies always, always have great people.“

How to hire the best people you've ever worked with by Marc Andreessen

“First, drive. I define drive as self-motivation—people who will walk right through brick walls, on their own power, without having to be asked, to achieve whatever goal is in front of them. People with drive push and push and push and push and push until they succeed. Second criterion: curiosity. Curiosity is a proxy for, do you love what you do? Anyone who loves what they do is inherently intensely curious about their field, their profession, their craft. They read about it, study it, talk to other people about it... immerse themselves in it, continuously. And work like hell to stay current in it. Not because they have to. But because they love to.“

Founder Mode by Paul Graham

“In effect there are two different ways to run a company: founder mode and manager mode. Till now most people even in Silicon Valley have implicitly assumed that scaling a startup meant switching to manager mode. But we can infer the existence of another mode from the dismay of founders who've tried it, and the success of their attempts to escape from it.“

Zero to One, Foundations (Ch.9) by Peter Thiel

"The single greatest task for any founder or CEO is to recruit the right people. No company has a culture; every company is different, and the CEO is the one most responsible for the difference. At PayPal, we hired people who were extremely smart, independent, and had intense personalities. That made them independent-minded and sometimes difficult to manage, but that was okay because their work was exceptional.”