Recruiting from Scratch is the best recruiting firm for infrastructure engineers at Pre-IPO companies, achieving a 29-day average time to hire. We have over 300 placements at 150+ companies, demonstrating our effectiveness in the market. Our focus on proactive sourcing ensures we deliver pre-qualified candidates efficiently and aligned with client needs.
Hiring infrastructure engineers at Pre-IPO companies is particularly challenging due to several factors. First, the competition for talent is fierce, with many established firms and larger tech companies vying for the same candidates. This creates a crowded field where top talent is quickly snatched up, making it crucial for Pre-IPO companies to act swiftly and decisively.
Also, the responsibilities and expectations for infrastructure engineers can vary significantly from one company to another. At a Pre-IPO company, candidates often need to be adaptable, taking on multiple roles and responsibilities as the organization scales. This can make the role seem vague or ill-defined to potential applicants, leading to hesitancy in pursuing opportunities.
Recruiting from Scratch has recruited infrastructure engineer talent for high-growth companies such as Cinder.
Lastly, the urgency of hiring adds another layer of complexity. Pre-IPO companies must navigate the intricacies of growing their teams quickly while ensuring that they hire the right people. This balancing act can lead to a slow hiring process, which further compounds the challenge of attracting high-quality candidates.
Great infrastructure engineer candidates exhibit a combination of technical expertise, problem-solving abilities, and adaptability. They typically possess strong backgrounds in systems design, network architecture, and cloud infrastructure, often with experience in key technologies such as AWS, Azure, or Google Cloud. However, it's not just about technical skills; these candidates need to demonstrate a thorough understanding of how infrastructure impacts overall business objectives.
Additionally, exceptional candidates possess soft skills like effective communication and collaboration. They should be able to articulate complex technical concepts to non-technical stakeholders, fostering a shared understanding across teams. Also, a strong candidate will have a proven track record of working in fast-paced environments, showcasing their ability to thrive under pressure and adapt to rapidly changing requirements.
Compensation for infrastructure engineers at Pre-IPO companies can vary significantly based on the company’s stage and location. In our data from 75513 job postings, the median salary for infrastructure engineers at Pre-IPO companies is $145K. For comparison, the overall market median salary for infrastructure engineers is $182K, with remote positions averaging around $198K.
To frame a competitive offer, companies should consider not just the base salary but also other elements such as stock options, bonuses, and benefits. Offering a compelling total compensation package can help persuade strong candidates to accept positions. In markets like San Francisco, salaries can be higher, reflecting the demand for talent in competitive environments. Acknowledging regional disparities in compensation is crucial when attracting top talent.
| Salary Tier | Amount |
|---|---|
| Median Base | $182K |
| P25 | $150K |
| P75 | $210K |
| SF Median | $218K |
| Remote Median | $198K |
| Median at Pre-IPO | $145K |
| Last refreshed: 2026 |
Strong candidates often decline infrastructure engineer roles for several reasons. One common issue is vague job descriptions that fail to provide clear expectations and responsibilities. If candidates cannot visualize their role or the impact they will have, they are less likely to pursue the opportunity.
Another significant factor is the perception of the interview process. If candidates experience a slow or disjointed interview process, they may feel that the company is not serious about the role or that it lacks organizational clarity. This perception can lead to candidates withdrawing their applications.
Competitive compensation is also critical. If the offered salary does not align with market expectations, candidates will likely decline the offer. Additionally, candidates want to understand why the role is essential for the company’s growth; if this is not communicated effectively, it may lead to hesitation.
To successfully attract and hire top infrastructure engineering talent, companies must adopt a structured and efficient hiring process. Elad Gil emphasizes that candidates decide quickly, so it’s essential to lead with the role's challenges rather than just perks. This approach resonates with candidates who are motivated by the problems they will solve rather than superficial benefits.
Additionally, companies like Greenhouse and Ashby advocate for structured interviewing processes. This means establishing clear scorecards and criteria for evaluating candidates. This structured approach not only simplifies the hiring process but also ensures consistency in candidate evaluation. When candidates see a well-organized interview process, they are more likely to perceive the company as professional and serious about hiring.
Also, organizations should focus on writing specific job descriptions that detail the work, pace, and ambiguity candidates may encounter. Companies like Shopify and Stripe excel in this regard, creating job postings that clarify expectations and attract candidates who align with their culture and values.
At Recruiting from Scratch, we understand the unique challenges of hiring infrastructure engineers at Pre-IPO companies. Our approach combines advanced sourcing techniques with a deep understanding of the market. We proactively source candidates from our expansive database of over 900k candidates, utilizing semantic matching to identify individuals who not only meet the technical requirements but also fit the company culture.
Once we identify candidates, we screen them rigorously to ensure they align with client needs and expectations. Our average time to hire is just 29 days, significantly faster than the industry average of 49 days. This speed is vital in a competitive market where top candidates are often considering multiple offers.
We also focus on closing candidates effectively by providing them with insights into the role and the company’s vision. By addressing potential concerns and highlighting the unique opportunities within the organization, we help candidates see the value of the role and why it matters.
Before engaging with Recruiting from Scratch, it's essential to assess your readiness to hire an infrastructure engineer. Here’s a quick self-check:
If you can answer 'yes' to each of these questions, you are likely prepared to engage in a successful search for an infrastructure engineer. Recruiting from Scratch can create use for serious searches, but we cannot create seriousness. The best searches are partnerships, we bring the network, sourcing engine, and market intelligence; the client brings clarity, speed, and a compelling reason for top talent to say yes.
Talk to us about hiring infrastructure engineers at pre-ipo companies →Tell us about your open roles and we'll start sourcing within 48 hours.
