Based on checking the website, 6nomads.com appears to be a recruitment platform specializing in connecting remote Seed to Series B startups with senior talent, primarily in B2B SaaS.
The platform aims to address various hiring challenges faced by growing companies, from accelerating growth post-funding to defining remote location strategies and improving hiring quality.
While such platforms can offer convenience, it’s crucial for businesses to ensure that all hiring practices align with ethical guidelines and prioritize fair treatment and opportunities for all candidates.
Businesses should also consider direct outreach and transparent processes that do not rely solely on third-party platforms, fostering a more direct connection with potential hires.
6nomads.com positions itself as a strategic partner for startups looking to scale their teams with experienced professionals.
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The site emphasizes its ability to identify and attract candidates with specific technical skills, industry experience, and salary expectations, particularly for remote roles.
This specialization could be appealing to companies navigating the complexities of remote hiring.
However, relying on external services for such critical functions requires careful due diligence.
Companies should always verify the claims made by recruitment platforms and ensure their own internal hiring processes are robust, fair, and compliant with all regulations.
Ethical considerations, such as transparent communication with candidates and equitable hiring practices, should always take precedence over convenience offered by any platform.
Find detailed reviews on Trustpilot, Reddit, and BBB.org, for software products you can also check Producthunt.
IMPORTANT: We have not personally tested this company’s services. This review is based solely on information provided by the company on their website. For independent, verified user experiences, please refer to trusted sources such as Trustpilot, Reddit, and BBB.org.
6nomads.com Review & First Look
Upon initial review, 6nomads.com presents itself as a niche recruitment agency focused exclusively on the remote hiring needs of Seed to Series B B2B SaaS startups. This specialization is a key differentiator, aiming to solve specific pain points for rapidly scaling companies. The website’s clean interface immediately highlights their core offering: connecting senior talent with high-growth startups.
Initial Impressions and Target Audience
The site’s design is straightforward, emphasizing clarity and ease of navigation.
It quickly conveys its value proposition to two distinct audiences:
- Startups: Looking to hire senior-level engineers, sales and marketing leaders, and product designers.
- Senior Professionals: Seeking remote opportunities within dynamic startup environments.
The language used is professional and business-oriented, focusing on solutions to common hiring challenges like “We need to grow faster after funding round” or “We don’t have an internal recruiting team.” This direct approach suggests a deep understanding of their target market’s needs.
Stated Value Proposition
6nomads.com explicitly states its ability to: Esque.nl Reviews
- Improve Quality of Hire: By sourcing candidates with relevant experience.
- Accelerate Growth: By filling critical senior roles efficiently.
- Address Lack of Internal Recruiting: Acting as an outsourced talent acquisition team.
- Define Location Strategy: Supporting remote-first hiring models.
- Source Industry-Specific Talent: Targeting candidates with experience in particular sectors.
- Manage Compensation Expectations: Aligning candidate and company salary needs.
This clear articulation of benefits aims to instill confidence in potential clients that 6nomads.com can effectively address their unique hiring challenges.
However, the true value of any recruitment platform lies in its execution and the quality of matches it delivers, which can only be assessed through direct engagement and results.
6nomads.com Pricing
Understanding the financial commitment is crucial for any business considering a recruitment service. 6nomads.com adopts a “Pay per hire” pricing model, which is common in the recruitment industry, particularly for specialized roles.
Pricing Structure Details
The website states: “Pay per hire 15% from annual salary.” This model means that the client only pays a fee if a candidate placed by 6nomads.com is successfully hired. The fee is then calculated as a percentage of that candidate’s annual salary.
Key aspects of this pricing model: Excelcoinearns.com Reviews
- Contingency-Based: There is no upfront cost or retainer. The fee is contingent on a successful placement. This can be attractive to startups with limited upfront budget for recruitment.
- Performance-Driven: The recruiter’s incentive is directly tied to making a successful match, aligning their goals with the client’s.
- Variable Cost: The total cost will vary depending on the seniority and compensation of the hired individual. For a senior software architect earning $150,000 annually, the fee would be $22,500 15% of $150,000. For a senior community manager earning $100,000, the fee would be $15,000.
Implications for Startups
While a contingency model can be appealing due to its low upfront risk, startups should consider the following:
- Budgeting: While no upfront fee, the “per hire” fee can be a significant expenditure, especially when hiring multiple senior roles simultaneously. Startups need to accurately budget for this potential cost.
- Market Standards: 15% is a competitive rate in the recruitment industry for specialized roles. Agencies often charge anywhere from 15% to 30% or even higher, depending on the role’s difficulty, urgency, and exclusivity. 6nomads.com’s rate appears to be at the lower end of this range, potentially making it an attractive option for budget-conscious startups.
- Value Assessment: Beyond the percentage, the real value lies in the quality of candidates and the speed of placement. A lower percentage is only truly cost-effective if it doesn’t compromise the caliber of talent or prolong the hiring process unnecessarily. Businesses should always prioritize the overall fit and long-term value a new hire brings over simply securing a lower recruitment fee.
6nomads.com Pros & Cons
When evaluating any service, it’s essential to weigh its advantages against its disadvantages.
Based on the information presented on their website, 6nomads.com appears to offer several benefits, but also has inherent limitations that businesses should consider.
Pros
- Specialized Focus: 6nomads.com’s narrow focus on remote senior talent for Seed to Series B B2B SaaS startups is a significant strength. This specialization suggests a deep understanding of this specific market, its unique challenges, and the types of candidates that thrive in such environments. They likely have a curated network of professionals within this niche.
- Remote Hiring Expertise: In an increasingly remote-first world, their explicit focus on remote roles is a distinct advantage. They claim expertise in defining location strategy and attracting remote talent, which is crucial for startups building distributed teams.
- Contingency-Based Pricing: The “Pay per hire” model 15% of annual salary is attractive for startups with limited upfront capital. It minimizes financial risk, as payment is only due upon a successful placement, aligning the agency’s success with the client’s.
- Access to Senior Talent: The platform aims to connect startups with “Senior, Staff, Principal, Founding Engineers. DevOps, AI specialists, Cloud Engineers,” as well as “Go-to-market, Growth, Sales, Customer success leaders” and “Senior/Lead Designers.” This promises access to experienced professionals who can make an immediate impact.
- Streamlined Candidate Sourcing: By taking on the burden of LinkedIn and email outreach, 6nomads.com can save startups significant time and resources typically spent on initial candidate identification and engagement.
Cons
- Niche Limitation: While specialization is a pro, it’s also a con for companies outside their defined target market remote Seed-Series B B2B SaaS startups. If a company needs junior talent, non-SaaS roles, or operates in a different funding stage, 6nomads.com may not be the right fit.
- Lack of Transparency on Candidate Vetting: The website states, “All interested candidates will be sent to you so you could lead them through your internal recruiting process.” This implies that 6nomads.com’s role is primarily sourcing and initial engagement, not necessarily in-depth technical or cultural vetting. Startups will still need robust internal processes to thoroughly evaluate candidates, adding to their workload.
- Pricing Structure can be Costly for High-Paying Roles: While 15% is competitive, 15% of a very high annual salary can still be a substantial sum. For example, a $250,000 annual salary translates to a $37,500 fee per hire. Startups need to weigh this against the potential cost of an internal recruiter or other sourcing methods.
- Reliance on External Process: Handing over initial candidate sourcing means a degree of reliance on 6nomads.com’s network and outreach methods. The quality of their “most relevant candidates” directly impacts the efficiency of the hiring process. If the initial pool isn’t strong, it can lead to wasted time for the startup.
- Limited Direct Control over Initial Outreach: While they handle LinkedIn and email outreach, the client has less direct control over the initial messaging and representation of their employer brand during this critical first touchpoint with potential candidates.
- Focus on Quantity of “Interested Candidates” vs. Quality of “Fit”: The phrasing “All interested candidates will be sent to you” suggests a volume-based approach to candidate delivery, which may or may not align with a company’s desire for highly curated, pre-qualified candidates. The onus is on the startup to filter and select.
- No Mention of Guarantee or Replacement Policy: The website doesn’t explicitly mention any guarantee period or replacement policy if a hired candidate doesn’t work out within a certain timeframe. This is a standard offering for many recruitment agencies and its absence or lack of prominent mention could be a concern for clients.
6nomads.com Alternatives
For startups and companies exploring remote hiring solutions, 6nomads.com is one option among many.
Depending on specific needs, budget, and the types of roles being filled, several alternatives offer different approaches and specializations. Kowhaicleaning.co.nz Reviews
Businesses should consider a diverse range of platforms and strategies to ensure they find the best fit for their talent acquisition goals.
Specialized Remote Recruitment Agencies
Many agencies now specialize in remote hiring, offering services similar to 6nomads.com but with different industry focuses or pricing models.
- RemoteOK: While primarily a job board, RemoteOK also offers recruitment services for companies seeking remote talent. They have a vast database of remote workers across various industries and roles.
- We Work Remotely: Similar to RemoteOK, it’s a leading remote job board that also provides recruitment solutions, offering exposure to a large pool of remote-first candidates.
- Crossover: Specializes in hiring top 1% global talent for full-time remote positions. They offer a unique “TopGrading” methodology and often focus on very high-paying, long-term contracts. Their model is often more hands-on in terms of candidate testing and vetting.
- Arc.dev formerly CodementorX: Focuses specifically on connecting companies with pre-vetted remote developers, engineers, and designers. They often offer a more rigorous screening process for candidates than a typical job board.
Generalist Recruitment Agencies
Larger, more traditional recruitment agencies often have remote divisions or can support remote hiring, though their specialization might be broader.
- Robert Half: A global staffing firm with divisions specializing in technology, marketing, and finance. They can assist with both permanent and contract remote placements across various seniority levels.
- Adecco: Another major global staffing company offering a wide range of recruitment solutions, including remote staffing and executive search.
- Local Agencies: Depending on the region, local recruitment agencies might have strong networks and understanding of specific talent pools, even for remote roles within that region.
Freelance Platforms & Talent Marketplaces
For project-based work, fractional roles, or initial talent acquisition, these platforms provide flexible alternatives.
- Upwork & Fiverr: While often associated with short-term gigs, these platforms host a vast array of freelancers across all skill sets. Companies can use them for smaller projects or to test out talent before committing to a full-time hire.
- Toptal: Focuses on connecting companies with the top 3% of freelance talent, primarily in software development, design, finance, and product management. They offer a highly curated pool of experienced professionals for project-based or interim roles.
- LinkedIn ProFinder: Connects businesses with freelance professionals for various projects. It can be useful for finding specialized skills on a flexible basis.
Direct Sourcing & In-House Recruitment
For companies with the resources and expertise, building an in-house talent acquisition function can be a powerful alternative. Khulasa-news.com Reviews
- LinkedIn Recruiter: A powerful tool for direct candidate sourcing and outreach. Companies can build their own talent pipelines, engage directly with passive candidates, and manage the entire recruitment process in-house.
- Applicant Tracking Systems ATS & CRM Tools: Platforms like Greenhouse, Lever, Workable, and Breezy HR help companies manage their internal hiring processes, track candidates, and streamline communication.
- Employee Referral Programs: Leveraging existing employees to refer qualified candidates can be one of the most cost-effective and highest-quality sources of hire. Data consistently shows referred candidates have higher retention rates.
- Content Marketing & Employer Branding: Building a strong employer brand through blog posts, social media, and career pages can attract inbound applications from top talent who are genuinely interested in the company’s mission and culture.
When choosing an alternative, companies should:
- Define Clear Needs: What specific roles, seniority levels, and industry experience are required?
- Assess Budget: What is the maximum acceptable cost per hire?
- Evaluate Time-to-Hire: How quickly does the role need to be filled?
- Consider Internal Capacity: Does the company have the resources for direct sourcing, vetting, and interviewing?
- Prioritize Cultural Fit: Will the alternative help find candidates who align with the company’s values?
By considering these factors and exploring a range of options, businesses can make an informed decision that best serves their long-term talent acquisition strategy.
How to Cancel 6nomads.com Subscription
The website text provided does not indicate a “subscription” model for companies hiring through 6nomads.com.
Instead, it operates on a “Pay per hire” model, meaning clients only incur a cost when a successful placement is made.
Therefore, there isn’t a traditional subscription to “cancel” in the way one might cancel a SaaS product or a recurring service. Opnio.com Reviews
Understanding the “Pay Per Hire” Model
Under the 6nomads.com model:
- No Upfront Fees: Companies do not pay an ongoing fee to access their services or candidate database.
- Payment Triggered by Hire: The 15% fee from the annual salary is only due after a candidate sourced by 6nomads.com is successfully hired by the client.
- No Ongoing Commitment: There is no contractual “subscription” that automatically renews or requires active cancellation if a company decides not to use their services for a period.
Ending Engagement with 6nomads.com
If a company decides to stop using 6nomads.com’s services or no longer wishes to receive candidate profiles, the process would likely involve a straightforward communication rather than a formal cancellation process:
- Direct Communication: The most effective way to end engagement is to directly inform your contact at 6nomads.com likely via email or a direct message if you’ve been “chatting” with them as suggested on the site.
- State Intent Clearly: Simply communicate that you no longer require their recruitment services for the foreseeable future.
- Confirm No Pending Obligations: Ensure there are no outstanding agreements for candidates currently in the pipeline or any hires made that have not yet been billed.
Example communication:
“Dear ,
We are writing to inform you that we will no longer be requiring recruitment services from 6nomads.com at this time.
Please cease sending us new candidate profiles for our open roles. Excretas.com Reviews
Thank you for your assistance.
We will reach out if our hiring needs change in the future.
Sincerely,
“
This approach avoids any potential confusion or miscommunication, ensuring that both parties are clear on the status of their working relationship.
Since there’s no ongoing subscription, there’s no risk of unexpected charges once communication has been made to discontinue services. Tescoshoping.com Reviews
How to Cancel 6nomads.com Free Trial
Based on the information available on the 6nomads.com website, there is no mention of a “free trial” offered for their recruitment services. Their pricing model is explicitly stated as “Pay per hire,” where a fee of 15% of the annual salary is charged only upon successful placement of a candidate.
Absence of a Free Trial Model
- No Trial Period: Unlike SaaS platforms or other subscription services that often offer a limited-time free trial to experience the product, 6nomads.com operates as a contingency-based recruitment agency. This means their service is inherently “trial-like” in the sense that you don’t pay anything unless they successfully deliver a hire.
- Payment on Success: The model is structured such that the client incurs no cost unless a specific, tangible outcome a successful hire is achieved. This eliminates the need for a separate “free trial” period, as the initial engagement effectively functions without financial commitment until a hire is made.
What This Means for Potential Clients
If you are considering engaging with 6nomads.com, the “free trial” aspect is already built into their “Pay per hire” model:
- Initial Consultation: You would likely engage in an initial chat or consultation with their team to discuss your hiring needs without any charge.
- Candidate Sourcing & Presentation: They would then begin sourcing and presenting candidates to you. During this phase, you are not incurring any costs from 6nomads.com.
- No Financial Obligation Until Hire: You are only financially obligated after you decide to hire a candidate they presented and that candidate accepts the offer.
Therefore, if you have engaged with 6nomads.com and are receiving candidate profiles but decide not to proceed with their services, there is no “free trial” to cancel.
You would simply communicate your decision to them as outlined in the “How to Cancel 6nomads.com Subscription” section, indicating that you no longer require their services or wish to stop receiving candidate submissions.
This is not a cancellation of a trial, but rather a cessation of their active recruitment efforts on your behalf. Flipnshinedetailing.com Reviews
6nomads.com vs. Competitors
Comparing 6nomads.com to its competitors involves looking at their distinct approaches to recruitment, particularly within the remote talent space.
While 6nomads.com carves out a specific niche, other players offer broader or more specialized services.
6nomads.com’s Core Offering
- Niche: Remote Seed-Series B B2B SaaS startups, senior talent.
- Roles: Engineers Senior, Staff, Principal, Founding. DevOps, AI, Cloud, Sales & Marketing Go-to-market, Growth, Customer Success, Product Designers.
- Pricing: 15% of annual salary Pay per hire.
- Process: Sourcing via LinkedIn/email, sending interested candidates for client’s internal process.
Comparison with Key Competitors
1. Generalist Remote Job Boards e.g., RemoteOK, We Work Remotely
- 6nomads.com: Offers a managed, proactive sourcing service. They actively find and vet interested candidates for specific roles.
- Job Boards: Primarily passive platforms. Companies post jobs, and candidates apply. While they offer huge reach to remote talent, the onus is on the company to manage the influx of applications and conduct all initial screening.
- Cost: Job boards are typically subscription-based for posting, or a one-time fee per post. Much lower cost upfront than 6nomads.com, but higher internal resource commitment.
- Best for:
- 6nomads.com: Startups needing senior, hard-to-find talent quickly, lacking internal recruiting resources, and willing to pay a success fee for a curated pipeline.
- Job Boards: Companies with strong internal recruiting teams, broader remote hiring needs, or those looking to fill many roles across various seniority levels cost-effectively.
2. Vetted Talent Marketplaces e.g., Toptal, Arc.dev, Crossover
- 6nomads.com: Focuses on sourcing interested candidates for full-time remote roles, with the client doing the final vetting.
- Vetted Marketplaces: Provide pre-vetted talent, often tested for technical skills, communication, and professionalism. Many focus on freelance/contract roles, though some offer full-time placements. They handle a significant portion of the initial quality assurance.
- Cost: Varies widely. Toptal typically adds a markup to the freelancer’s rate. Arc.dev might have placement fees similar to agencies or a subscription for access to vetted pools. Crossover focuses on a high-value, high-cost model.
- 6nomads.com: Startups wanting a direct, managed sourcing pipeline for permanent hires without extensive pre-vetting from the agency.
- Vetted Marketplaces: Companies needing highly skilled, pre-qualified talent quickly for either project-based work or critical full-time roles, where external vetting is a high priority.
3. Traditional Contingency Recruitment Agencies Generalist
- 6nomads.com: Highly specialized in remote B2B SaaS senior talent.
- Traditional Agencies: May cover a wider range of industries, roles, and seniority levels e.g., Robert Half, Adecco. They also typically operate on a contingency fee often 20-30% of salary, sometimes higher.
- Process: Similar to 6nomads.com in sourcing and presenting candidates, but their networks might be broader geographically or industry-wise.
- Cost: 6nomads.com’s 15% fee is often lower than what many generalist agencies charge for senior roles.
- 6nomads.com: Companies specifically in the remote B2B SaaS startup space needing senior talent.
- Traditional Agencies: Companies with diverse hiring needs across various industries, locations, or seniority levels, or those preferring a local presence.
4. In-House Recruitment Tools e.g., LinkedIn Recruiter, ATS
- 6nomads.com: External service, handles initial outreach and candidate generation.
- In-House Tools: Provide the infrastructure for companies to manage their own recruitment. Requires internal resources recruiters, HR personnel to use effectively for sourcing, vetting, and managing candidates.
- Cost: Subscription fees for software LinkedIn Recruiter, ATS plus salary of internal recruiters. No per-hire fee.
- 6nomads.com: Startups without an established internal recruiting team or those needing to quickly scale beyond their current internal capacity.
- In-House Tools: Companies with a significant, ongoing volume of hires, strong employer branding, and a dedicated internal talent acquisition team looking for full control and long-term cost efficiency.
Conclusion of Comparison
6nomads.com positions itself as a specialized solution for a very specific problem: filling senior remote roles in early-stage B2B SaaS startups. Its competitive edge lies in this niche focus and a relatively competitive “pay per hire” fee. For companies that fit this precise profile, 6nomads.com could offer a tailored and efficient service. However, companies outside this niche, or those with different needs e.g., lower budget, desire for more in-depth pre-vetting, or extensive internal recruiting capabilities, might find other alternatives more suitable. The choice ultimately depends on the specific hiring challenges, desired level of external support, and financial strategy of the organization.
Frequently Asked Questions
What is 6nomads.com?
6nomads.com is a recruitment platform that specializes in connecting remote Seed to Series B B2B SaaS startups with senior talent, primarily in engineering, sales & marketing, and product design roles.
How does 6nomads.com make money?
6nomads.com operates on a “Pay per hire” model, charging clients 15% of the hired candidate’s annual salary upon successful placement. Inktgoed.nl Reviews
Is 6nomads.com a job board?
No, 6nomads.com is not a typical job board.
It functions as a specialized recruitment agency that proactively sources and presents interested candidates to clients, rather than merely allowing companies to post job listings.
What types of companies does 6nomads.com work with?
6nomads.com focuses on remote Seed to Series B B2B SaaS startups.
What types of roles does 6nomads.com specialize in?
They specialize in senior-level roles including Engineers Senior, Staff, Principal, Founding.
DevOps, AI, Cloud, Sales & Marketing leaders Go-to-market, Growth, Sales, Customer Success, and Product Designers. Frankssports.com Reviews
Does 6nomads.com offer a free trial?
No, the website does not mention a free trial.
Their service operates on a “Pay per hire” contingency model, meaning clients only pay if a successful hire is made through their platform.
How do I cancel my engagement with 6nomads.com?
Since there is no subscription, you would typically inform your contact at 6nomads.com directly via email or communication platform that you no longer require their recruitment services.
What is the fee structure for 6nomads.com?
The fee is 15% of the annual salary of the successfully hired candidate.
Does 6nomads.com vet candidates before sending them?
The website states they “create a list of the most relevant candidates” and “target those candidates,” sending “all interested candidates” to you. Odabaia.com Reviews
This implies initial relevance screening and interest confirmation, but the client is responsible for leading the full internal recruiting process and in-depth vetting.
How does 6nomads.com find candidates?
They primarily use LinkedIn and email to target and reach out to potential candidates.
Is 6nomads.com suitable for hiring junior talent?
No, their website explicitly states a focus on “Senior Talent Acquisition,” indicating they are geared towards experienced professionals.
Can 6nomads.com help with non-remote hires?
No, 6nomads.com specializes exclusively in “remote” roles and helping companies define their “location strategy as a remote team.”
What are the main benefits of using 6nomads.com?
Benefits include access to specialized remote senior talent, a contingency-based payment model, and assistance for startups lacking an internal recruiting team or needing to accelerate growth. Cosmickids.com Reviews
What are the potential drawbacks of using 6nomads.com?
Potential drawbacks include their niche focus limiting broader applicability, the need for clients to conduct their own in-depth vetting, and the cost per hire for very high-salary roles.
Does 6nomads.com offer any guarantee or replacement policy?
The publicly available information on their website does not explicitly state a guarantee period or replacement policy for hired candidates.
Clients should clarify this directly with 6nomads.com if it’s a concern.
How does 6nomads.com compare to Toptal?
6nomads.com focuses on full-time remote hires for B2B SaaS startups, while Toptal specializes in pre-vetted top 3% freelance talent for project-based or interim roles across various industries.
How does 6nomads.com compare to LinkedIn Recruiter?
6nomads.com is a service that handles the initial sourcing and outreach for you. Easy-ec5.xyz Reviews
LinkedIn Recruiter is a software tool that allows internal recruiting teams to conduct their own sourcing, outreach, and candidate management directly.
Does 6nomads.com help with defining compensation strategies?
The website indicates they “know who you’re looking for” and can help when clients “want to offer competitive compensation,” suggesting they have insights into salary expectations within their niche.
What resources does 6nomads.com provide for companies?
They offer blog articles and research on topics like “How to hire remote engineers,” “5 Golden rules of hiring remotely,” and “Culture in remote team.”
Can individuals find a remote job through 6nomads.com?
Yes, the website has a section titled “Find a remote job” and lists “Talent success stories,” suggesting they also work with job seekers to place them in suitable remote roles.
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