Staffing Simplified · Greg Taylor
Built for hiring leaders who value human relationships, honest communication, and thoughtful recruiting over transactional outreach and forgettable candidate experiences.
Relationship-driven recruiting support across engineering, leadership, sales, operations, and business-critical hiring.
Let's Talk Hiring
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About Greg
My name is Greg Taylor, founder of Staffing Simplified. More importantly, I'm a dad, husband, athlete, and relationship builder who believes good recruiting starts with human conversations.
In a world increasingly obsessed with AI-generated outreach and automated recruiting tools, I still believe the best hiring outcomes come from trust, human relationships, and honest conversations.
I've spent the better part of the last decade scaling teams, with a heavy focus on engineering and technical hiring. I taught myself enough Go, Python, and admittedly questionable JavaScript to better understand the people I recruit, the systems they build, and the conversations that actually matter. That technical fluency has helped me consistently deliver high-signal candidates while scaling teams quickly and thoughtfully.
While engineering is where I naturally thrive, I've supported hiring across leadership, sales, HR, legal, and operations — from junior contributors to executive leadership.
Whether I'm helping scale an engineering org, supporting a leadership search, or finally closing a role that's been open for months — my approach stays the same: communicate honestly, move quickly, and build long-term relationships that create meaningful impact for both companies and candidates.
What drives the work
Fatherhood
“Becoming a dad changed the way I think about relationships, responsibility, and the kind of impact I want my work to have.”
Athletics
“Training and competition taught me something recruiting reinforces every day: meaningful results are almost always built slowly, intentionally, and through consistency.”
Grit
“Some of the most defining experiences in my life came from pushing through discomfort and long stretches where persistence mattered more than motivation.”
How I Help
Focused support for difficult-to-fill roles where candidate quality matters more than volume. My technical fluency lets me thrive in engineering and product environments where deeper conversations create stronger hiring outcomes.
A true hiring partner integrated directly into your business — operating inside your existing ATS and workflows. I work closely with leadership and hiring managers, owning the recruiting process end-to-end. Especially effective for high-volume growth phases where a dedicated partner creates stronger outcomes at a lower cost than per-placement fees.
Recruiting is often the first real impression candidates have of your company. I help organizations improve hiring workflows, strengthen alignment between recruiters and hiring leaders, and build candidate experiences that feel intentional and human from the very first conversation.
Open Roles
Every role I support is thoughtfully calibrated and centered around long-term fit. If something below aligns with your background, I'd genuinely love to hear from you.
A post-Series B AI company generating 8-figure revenue with 9 people is hiring two staff frontend engineers to ship at AI speeds. Real-time WebRTC companion agents, generative dashboards, and agentic UI that operates the product itself. The bar is high and the surface is genuinely novel.
What You'll Own
Must Have
Nice to Have
A seed-stage AI operating system company — $12M raised, $3.5M ARR in Q1, 50+ enterprise customers — is hiring engineers who can handle modeling, systems, and product without a roadmap handed to them. You report directly to the founder. The culture goes beyond 996.
What You'll Do
Must Have
Nice to Have
A YC-backed AI-native insurance broker working with 40 major US carriers needs a high-agency generalist sitting directly next to the CEO. You own whatever is most important that week: fundraising, ops, GTM, analytics, partnerships. The scope is intentionally broad and always changing.
What You'll Own
Must Have
A YC-backed Series A fintech moving $1.5B annually to over 1 million payees is scaling its core infrastructure. Four open headcount. Python and React at scale, AWS and ECS, with meaningful equity and a team that pushes you to level up.
What You'll Bring
Nice to Have
Stack
An a16z-backed interactive entertainment startup is hiring its first ML engineer to own the recommendation brain — the engine deciding which ad reaches which user across millions of daily interactions. Full-stack ML from pipelines to production serving. Traditional ML depth, not LLM hype.
What You'll Build
Must Have
Nice to Have
Backed by First Round Capital and Pear VC, this team is automating customs brokerage with AI — cutting clearance times to under 5 minutes and returning 30,000+ hours to logistics teams. Own core data infrastructure across AI pipelines, queues, databases, and search. Zero-to-one ownership from day one.
What You'll Own
Must Have
A YC X25 company automating enterprise software implementations is hiring a senior product engineer to own features end-to-end. AI-powered collaborative workflows, document generation, and enterprise tool integrations. Sharp, fast, and relentless is the bar — no fluff.
What You'll Do
Must Have
A small frontier research organization working on mechanistic interpretability, new architectures, and pretraining science is hiring three ML engineers. The bar is rate of growth, not years on a resume. Open to new grads, dropouts, and senior engineers who want to do real ML work.
What You'll Own
Must Have
Nice to Have
Backed by Lightspeed and others — $30M raised in five months — hundreds of teams use this platform to monitor AI agent behavior in production. Hiring senior backend engineers to mature its systems. Deep ClickHouse and OLAP infrastructure work. Hands-on technical leadership from day one.
What You'll Own
Must Have
A YC-backed startup with AI agents already outperforming human collectors 2x, $2M ARR with a team of five, is building its voice AI infrastructure in-house. Own it end-to-end: LiveKit, orchestration, prompting strategy, and evaluation across millions of real consumer interactions.
What You'll Own
Must Have
Recommendations
Relationships are the foundation of everything I do. Here's what hiring managers and candidates have said after working with me.
“Greg doesn't just send resumes — he sends the right people. Every candidate he put in front of us had already been vetted for cultural fit, not just skills. That's rare in recruiting and it saved us weeks of wasted interviews.”
“I was skeptical of working with a recruiter — most of my experiences had been transactional and forgettable. Greg was the opposite. He took the time to genuinely understand what I was looking for and advocated for me throughout the process.”
“We were stuck on a senior backend role for four months before engaging Greg. He closed it in three weeks. More importantly, the hire is still with us two years later and has become one of our most impactful engineers.”
“What separates Greg is his technical fluency. He actually understood the role, could speak to the stack, and didn't waste our engineering team's time with candidates who clearly hadn't been properly screened.”
“Greg reached out about a role that genuinely matched where I wanted to go next. He was honest about the company, the stage, and what I was walking into. That level of transparency made all the difference in my decision to take the offer.”
“We've used Greg across three different hiring cycles — engineering, sales leadership, and operations. Every time, same standard. He doesn't cut corners when pressure is on, and he doesn't disappear after the offer is signed.”
“We brought Greg in during a critical growth phase when we needed to scale our engineering team quickly without sacrificing quality. He delivered consistently and treated every search with the same urgency we did.”
“The thing I noticed immediately is that Greg listens. He asks questions most recruiters skip entirely and remembers the answers. It made every conversation feel like it was building toward something, not just filling a pipeline.”
“I've done a lot of technical interviews, and Greg was the first recruiter who could actually hold a real conversation about system design and architecture. He sent me into that process feeling like someone in my corner actually got it.”
“Hiring in our world isn't straightforward — we needed someone who could understand a complex technical environment and still move fast. Greg figured it out quickly and delivered candidates we actually wanted to hire.”
“Greg closed a leadership search for us in under a month that two other firms had failed on for over a quarter. His network in the SF engineering and leadership community is genuinely deep.”
“What surprised me most was how prepared Greg was on the technical side. He walked me through the coding round format, explained what the team actually cared about, and could speak fluently about the stack. When a recruiter can do that, it changes the whole dynamic.”
Get in Touch
Good recruiting starts with human conversations.
The best hiring partnerships usually do too.
Thanks for reaching out — I'll be in touch soon.