Andrew Schuessler

2025 NYC Salary Guide – Now Live! 🇺🇸 New York | Seed & Series A Startups | AI One of the biggest questions we get from founders and CTOs: “What should I actually be paying top engineers right now?” Our Revilo 2025 Salary Guide gives you real compensation data from 100+ live placements across New York’s most innovative startups not advertised ranges, but what engineers are actually earning and negotiating today. The guide breaks down: - Salary benchmarks for Full Stack & AI Engineers across Seed and Series A funding rounds. - Insights on how equity, funding stage, and market timing impact total comp. - The premium for in-demand skills - Data-backed guidance for founders competing for top talent and candidates making smarter career decisions. If you’re scaling in 2025, this will give you clarity. It’s New York–specific, data-driven, and built for the early-stage ecosystem. Drop me a message if you’d like a copy - happy to share the full guide. #Revilo #SalaryGuide2025 #NYCTech #AIFinTech #StartupHiring #TalentTrends #Founders #EngineeringLeadership #RecruitmentInsights

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$6M for one engineer. $5B on GPUs. Welcome to the arms race. AI breakthroughs are bottlenecking on talent and Big Tech is treating top hires like free agents. ➠ Meta’s newest AI hires: $6.2M comp ➠ OpenAI’s compute bill: $1.5B+ per year ➠ NVIDIA’s top clients are spending more on H100s than full ML teams When $30M training runs are routine, $5M salaries are just the premium on performance insurance. But here’s the flip side: → A barbell market: elite talent soars, everyone else gets frozen out → One hire can cost more than 10 teammates, and morale can pay a price The next edge isn’t salary; it’s ownership, autonomy, and IP upside. 📌 What’s your take: smart allocation or dangerous precedent?

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Big changes in U.S. tech hiring! The new $100K fee for new H-1B visas is set to reshape the market. What is likely to happen... - Startups & SMEs may struggle to justify the cost - Expect more competition for domestic tech talent - Companies may shift hiring offshore or embrace remote models - Senior/rare skill hires will still command sponsorship despite the cost Whilst a lot is up in the air... If the U.S. becomes more expensive and harder to enter for foreign tech workers, skilled professionals may look for alternative markets which could be a great advantage for the UAE if they can benefit by attracting more international tech talent, especially those dissuaded by U.S. cost/visa hurdles. Keen to hear peoples thoughts on this! Talent Connect Group (TCG) #TechHiring #H1B

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From concept to creation, faster than ever. 🚀 The new #NVIDIARTXPRO Blackwell series delivers jaw-dropping ray tracing + neural rendering — built for creators, engineers & AI pros everywhere. 💡 Learn more:

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Great insight here into the impact of AI in within the Dynamics ecosystem. Demand is booming!!! Dylan Cohen will be in San Diego next week - get a meeting to learn more.

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🔍 𝘈𝘐 𝘪𝘴𝘯’𝘵 𝘳𝘦𝘱𝘭𝘢𝘤𝘪𝘯𝘨 𝘳𝘦𝘭𝘢𝘵𝘪𝘰𝘯𝘴𝘩𝘪𝘱𝘴—i𝘵’𝘴 𝘮𝘢𝘬𝘪𝘯𝘨 𝘳𝘰𝘰𝘮 𝘧𝘰𝘳 𝘵𝘩𝘦𝘮. Trevor Lee shares how Myko AI uses voice-powered AI to handle the admin grind, so sales reps can spend more time doing what actually drives deals: building trust. 🎯 Better follow-ups. Smarter workflows. More human connection. 🎙 Full episode: 𝗙𝗿𝗼𝗺 𝗙𝗼𝗿𝗴𝗲𝘁𝘁𝗮𝗯𝗹𝗲 𝘁𝗼 𝗘𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹: 𝗢𝗻𝗲 𝗙𝗼𝘂𝗻𝗱𝗲𝗿’𝘀 𝗣𝗶𝘃𝗼𝘁 𝗦𝘁𝗼𝗿𝘆 Now on YouTube, Spotify & Apple Podcasts. #salesinnovation #AItools #relationshipdriven #growthcapital

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🎙️ BIG UPDATE: 18C built a software platform!! As the AI Recruiting Tool SaaS space has exploded, I’ve noticed how few recruiting leaders have taken the leap to build software that can fix recruiting from the inside out. Almost 100% of founders in this category have no background — or core team — with first hand experience in recruiting. So, I decided to make my best shot at it. Why focus our agency only on technical women? Because the industry desperately needs it. As AI reshapes the world, women must be in the room — leading, building, and bringing empathy, compassion, and humanity into the next wave of innovation. - 20% of software engineers are women - 25% of early ChatGPT users were women - 2% of venture funding goes to women These numbers just aren’t good enough. We are committed to changing this by driving the original 18C mission forward, alongside our vision for the future of recruiting. Introducing 18C.ai— an AI-powered recruiting platform built by women, for women in technology. Check out the 18C page and our update website for more information on how the platform works — and what makes it different. Huge shoutout to our incredible team — Lili Welch, Toni Wells, Julia Stefani — for their collaboration over the last few months. No vibe coding. Just six months of hard work and love. 💜 Onward 💫

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AI Saturation Point... Will users find themselves out of the black hole and in a model of messaging bombardment with hiring companies using AI? Shiran Yaroslavsky, CPO at SmartRecruiters talks about sophistication. More at YouTube.com/@chadcheese

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𝐌𝐞𝐭𝐚’𝐬 𝐀𝐈 𝐒𝐡𝐚𝐤𝐞-𝐔𝐩: 𝐖𝐡𝐚𝐭 𝐈𝐭 𝐒𝐢𝐠𝐧𝐚𝐥𝐬 𝐟𝐨𝐫 𝐓𝐚𝐥𝐞𝐧𝐭 & 𝐓𝐞𝐚𝐦𝐬 Meta is reportedly laying off ~600 people from a “bloated” AI unit, months after a multi-billion dollar hiring spree. Rapid scale-up, rapid reset. What’s really happening❓ 👉 AI orgs are moving from land-grab hiring to disciplined, product-tied headcount. 👉 Boards want clear ROI, fewer parallel bets, more platform reuse. 👉 The bar is rising from “can build models” to “can ship, integrate, and monetize AI safely.” At Kairos Global Search, we are already supporting AI engineers, researchers, data/ML platform leaders, and product managers through these market shifts. If you are impacted, or building teams with real outcomes, we can help map skills → impact → opportunity. Video credits: Mint

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We don’t start searches with a JD. We start with a system. Inside VU Talent, every hire starts in our stack: Headcount + runway in a live model (Notion + Airtable) Comp benchmarks pulled in real-time from Levels.fyi + Crunchbase Signal-based sourcing via Clay triggers (funding, launches, leadership moves) Evaluation + onboarding run async with scorecards + AI tagging from Granola This is why founders plug us in before their first or next hire — the system keeps running long after the role is filled. It’s modular. It’s embedded. And it works at the pace of a startup. If your talent team isn’t running like this, you’re bleeding runway.

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𝗗𝗼𝗻’𝘁 𝗦𝗸𝗶𝗽 𝘁𝗵𝗲 𝗠𝗶𝗱𝗱𝗹𝗲: 𝗪𝗵𝘆 𝗖𝗵𝗲𝗺𝗶𝘀𝘁𝗿𝘆 𝗦𝘁𝗶𝗹𝗹 𝗪𝗶𝗻𝘀 𝗶𝗻 𝗛𝗶𝗿𝗶𝗻𝗴 We’re living in a golden age of tech-enabled hiring. AI can filter resumes in seconds, spotlight top candidates, and help you move fast. But here’s what it can’t do: it can’t understand what makes a human decision feel right. At KIP Search, we recently worked with a client who had all the pieces in place—a sharp team, forward-thinking tech, and a detailed job profile. They were moving quickly with AI-powered screening tools, and yet… three top offers fell flat. No takers. That’s when they brought us in. Not out of desperation—but because they sensed something was missing. Here’s the truth: AI can identify candidates. But it can’t understand them. It can’t read hesitation in a candidate’s voice when relocation comes up. It can’t ask the hard questions about family dynamics, unspoken deal-breakers, or how the role fits into a candidate’s broader life plan. 𝐓𝐡𝐞 𝐌𝐢𝐝𝐝𝐥𝐞 𝐈𝐬 𝐖𝐡𝐞𝐫𝐞 𝐭𝐡𝐞 𝐌𝐚𝐠𝐢𝐜 𝐇𝐚𝐩𝐩𝐞𝐧𝐬 Most hiring processes rush from “we found them” to “let’s make an offer.” But the real work happens in the middle—where we dig into motivations, surface concerns, and build trust on both sides. At KIP Search, we have a rule: no guesswork offers. Every offer we guide must have a 100% acceptance probability—or we keep talking. That means every conversation, from day one, is about clarity and alignment. What does success really look like for this person? What are their non-negotiables? Where does this role fit in their career arc? Because when we do our job right, there’s no wondering if they’ll accept the offer. We already know the answer. 𝐂𝐡𝐞𝐦𝐢𝐬𝐭𝐫𝐲 𝐈𝐬𝐧’𝐭 𝐎𝐩𝐭𝐢𝐨𝐧𝐚𝐥—𝐈𝐭’𝐬 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 This isn’t just about personality. It’s about strategic fit. Can this leader move the vision forward? Will they complement your existing team? Do they embody your values? We don’t just vet qualifications. We translate vision into culture-fit, goals into outcomes, and uncertainty into clarity. That’s how we deliver top-tier executives—95% of our placements are made within 6 weeks, and 100% stay at least one year. 𝐓𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲 𝐈𝐬 𝐏𝐨𝐰𝐞𝐫𝐟𝐮𝐥—𝐁𝐮𝐭 𝐏𝐞𝐨𝐩𝐥𝐞 𝐒𝐞𝐚𝐥 𝐭𝐡𝐞 𝐃𝐞𝐚𝐥 We embrace AI and automation. They make us faster. Smarter. More efficient. But they’re not enough. Great hiring is part data, part intuition, and all about communication. Our approach is built on relentless clarity, transparency, and human insight. Because leadership isn’t just about resumes—it’s about resonance. 𝐒𝐨 𝐲𝐞𝐬, 𝐮𝐬𝐞 𝐭𝐡𝐞 𝐭𝐞𝐜𝐡. 𝐁𝐮𝐭 𝐝𝐨𝐧’𝐭 𝐬𝐤𝐢𝐩 𝐭𝐡𝐞 𝐦𝐢𝐝𝐝𝐥𝐞. That’s where KIP Search lives—at the intersection of insight, intuition, and impact.📞 𝐑𝐞𝐚𝐝𝐲 𝐭𝐨 𝐦𝐚𝐤𝐞 𝐚 𝐡𝐢𝐫𝐞 𝐭𝐡𝐚𝐭 𝐬𝐭𝐢𝐜𝐤𝐬? 𝐋𝐞𝐭’𝐬 𝐭𝐚𝐥𝐤. 𝐁𝐞𝐜𝐚𝐮𝐬𝐞 𝐠𝐫𝐞𝐚𝐭 𝐡𝐢𝐫𝐢𝐧𝐠 𝐝𝐨𝐞𝐬𝐧’𝐭 𝐡𝐚𝐩𝐩𝐞𝐧 𝐛𝐲 𝐚𝐜𝐜𝐢𝐝𝐞𝐧𝐭. 𝐈𝐭 𝐡𝐚𝐩𝐩𝐞𝐧𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐦𝐢𝐝𝐝𝐥𝐞.

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