Agave uses Paraform to solve their biggest growth bottleneck: hiring
Agave stands out to me because they approach hiring the same way they approach their business: with clarity, precision, and purpose.
They're modernizing software in construction, a massive $12 trillion industry that, surprisingly, remains stuck in the past. Most construction companies still rely on siloed, decades-old software systems. Agave fixes that, connecting these systems to streamline data and automate processes, saving construction companies time and boosting profitability.
Tom, co-founder of Agave, knows exactly the type of candidates they need. Before they even write a job description, the team clearly outlines the exact work that person will be responsible for. They then carefully match those responsibilities to an ideal candidate profile to hire against. Agave knows clarity matters. Not just for them, but also for recruiters and candidates.
Tom sums it up neatly: “Clear documentation helps everyone stay aligned without constant back-and-forth communication.”
Hiring has always been a priority for the Agave team. Tom puts it very clearly:
“Recruiting is by far the number one bottleneck in our business. It's not the market size or sales capabilities; it's about hiring great people quickly.”
Hiring consistently ranks as one of Agave’s top two or three monthly goals, tracking everything from sourcing candidates to interview volume and offer acceptance rates.
Agave’s focused approach shows why Paraform has become so critical to their growth.
Before using Paraform, Agave had mixed results with external agencies and other recruiting methods. According to Tom, some agencies often struggled to understand the specifics of their ideal candidate profile, sending people who simply didn’t meet their baseline requirements.
“Agencies kept sending us candidates who didn’t align with what we needed. At times, it felt like they were just trying to fill a seat rather than find the right person. That wasted everyone's time."
Choosing Paraform
Initially, Tom was skeptical about trying another recruiting platform, especially given previous mixed experiences with external agencies. But Paraform caught his attention when John, Paraform’s founder, personally reached out.
“John messaged me initially. At first, it was just a 'why not, let's give it a shot' situation. We had already tried so many agencies without success, so the bar wasn't high. But Paraform quickly showed its value.”
“We started with software engineering roles on Paraform and then expanded into technical product management, operations, sales, and implementation roles. That technical product manager search showed us how effective Paraform could be. We quickly hired two fantastic people who are still thriving today.”
Agave’s clarity pays off
The real strength of Agave’s recruiting approach is their clarity, deeply influenced by their "doc-writing culture" inherited from the co-founders' previous experience at Amazon. At Agave, clear writing drives clear thinking and quick decision-making, which directly translates into their structured recruiting documents and process.
They create extensive FAQs, anticipating every possible recruiter question. Tom understands recruiting is a two-way street and wants to make it easy for recruiters to pitch Agave to candidates.
“We're selling recruiters on Agave as much as they’re selling candidates on us. To attract the best talent, we have to clearly communicate how we’re different and why that’s compelling. We write detailed FAQs, create recruiting slide decks, and share exactly what we’re looking for in clear, straightforward language.”
Just take a look at how well Agave communicates their mission and why candidates should be excited about them (they share this deck with Paraform recruiters and with their candidates).
Agave’s careers page also reflects this clarity. They openly communicate their impressive growth (seven-figures ARR, consistent 10%+ monthly growth), their clear policy of working five days in-person in San Francisco, and their unique culture emphasizing structured thought, transparency, and high ownership. Candidates know immediately if Agave is a fit, which saves everyone’s time.
Why Paraform worked for Agave
Paraform makes it easy for Agave to scale their hiring. Communication with recruiters is simple and centralized—Tom only has to share candidate feedback once, and it’s visible to everyone sourcing for Agave.
“Paraform makes recruiter calibration seamless. The centralized communication is invaluable. With traditional agencies, feedback was fragmented, making the process inefficient. On Paraform, feedback is shared once, speeding things up dramatically.”
Compared to traditional agencies, candidates sourced through Paraform consistently matched Agave's ideal candidate profile more closely.
"If I get an email about a candidate referred to me on Paraform, odds are that it has a much higher chance of being a good candidate than if that comes from a different source.”
You should be hiring like Agave
Tom believes most companies underestimate the true importance of recruiting—often treating it as a side project rather than the critical driver of growth that it really is.
Tom is candid about the difference this makes: “Clear documentation and structured communication aren't optional. Companies struggling with recruiting should take a hard look at their hiring practices. Invest time upfront, clearly define exactly who you need, and communicate those expectations explicitly. Anything less wastes everyone's time.”
Agave sets a powerful example more companies should follow.
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