The Team
Meet Brady & Evan.
Two different paths through the industry. The same conclusion about what makes technical hiring actually work.
Brady's career is defined by high-stakes technical hiring at scale. He led recruiting at Twitter, Block, and Amazon during periods of intense growth — the kind of environments where a bad hire or a stalled search has real consequences on product velocity and engineering org health.
He built the systems. He ran the high-volume years. He knows what a well-calibrated search looks like — and exactly what breaks when the alignment work gets skipped. That operator-level experience is what he brings to every Voyager engagement.
Brady has also done the agency work — placing Senior and Staff engineers at Series C and beyond, navigating the high-bar, slow-process, lots-of-stakeholders complexity that defines late-stage technical searches. Brady knows how to move them without sacrificing quality.
Evan knows what it means to build fast without breaking things. He helped grow a startup from 30 to 120 people in a single year — the kind of velocity that exposes every weakness in a recruiting process instantly. You either get calibration right, or the org pays for it for years.
At Twitter, he led recruiting across mission-critical teams: Health Engineering, Product Foundation, and Product Management. These weren't backfills. They were architectural decisions dressed as hiring decisions, and Evan treated them that way.
On the agency side, Evan has guided multiple startups from Seed Stage through Series A by hiring their founding technical teams — the first engineers who shape the architecture, culture, and trajectory of the company. Getting those hires right requires a different kind of judgment. Evan has made them many times over.
