About Adam Gellert
Hey there, I'm Adam, and I'm absolutely obsessed with revolutionizing the world of recruitment for the future.
On a relentless mission, I aim to build the ultimate marketplace for pre-vetted, diverse, and high-potential candidates, seamlessly connecting them with companies. My goal is to transform the job application process, prioritizing candidate experience and facilitating companies in hiring their most dedicated team members, whether they’re at 1 or 100 employees.
Recruitment isn’t just a job for me; it’s my lifestyle. I can engage in extensive conversations on every aspect of organizational growth, focusing on people – be it attraction, retention, culture fit, alignment, or best practices in the modern world.
Entrepreneurship is in my blood, and my current venture, Hipo (formerly known as HiredHippo), stands as a testament to my commitment to reshape recruitment and redefine the candidate experience.
As the Founder and CEO, I’ve pioneered a hiring marketplace that brings together candidates and companies, operating like a dating app but for professional connections, bidding farewell to traditional hiring.
My journey began with Linkus Group, a recruitment firm that I founded to support startups and SMBs in Canada and the US. I noticed a gap in the industry and set out to disrupt recruitment. With a focus on companies under 50 people, we’re making waves in the recruitment landscape.
Known for fostering strong relationships with clients, I’m recognized as an honest, driven, and forward-thinking individual, actively engaged in the tech, startup, and small business community.
I’m the Co-Creator of The TalentHelp List, Co-Creator of DisruptHR Vaughan, and have previously chaired the HRPA PD Dinner Committee.
No matter what, my leading key performance indicator? Its recurring clients – a clear testament to the undeniable value my team and I bring to the table.
Founder-Led Startups & SMBs
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Successful Hires
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Verified High Potential Candidates
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Retention Rate
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FAQs
Got Questions? We've Got Answers
We focus on hard-to-fill, high-impact roles — especially in Executive, Operations, Engineering, Sales, Marketing, and Customer Success for startups and growing businesses.
Our one KPI is repeat business. When we partner, you’re our top priority. We don’t flood your inbox with resumes — we usually get it right with the first candidate. Every person is vetted for alignment, fit, intent, and past performance. We also help with planning, strategy, and interview structure so you’re never doing this alone.
Yes. Discretion is built into our process. We handle confidential searches for leadership hires, stealth-mode roles, team upgrades, or backfills regularly.
We’re open to flexible pricing models depending on role volume, urgency, and scope. We aim to be transparent and deliver ROI fast.
We offer retained, contingent, and hybrid search models. We also support fractional or project-based hiring when full-time isn’t the move.
We co-build a hiring plan — from role scoping and salary benchmarks to interviews and close. You’ll usually hire the first person we send, with results in 48 hours. Depending on role complexity and your investment, we help cut hiring time in half (or more) and make unicorn hires happen.
We start with a deep discovery process to ensure zero wasted time. Every candidate is pre-screened, vetted, and presented only if we believe they’re high-potential and capable of being a top performer. Your interviews will feel like second or third rounds.
Yes — especially if you’re hiring outside your usual network. We bring in remote and out-of-province candidates across Canada and the US. But note: we don’t do top-of-funnel work. We take on roles to make a hire.
Yes. We advise on compensation strategy, OTE, title calibration, and interview flow. We’ll help you move fast, align your team, and increase your close rate.
We support in-office, remote, and hybrid teams across Canada and the US. We help structure roles, expectations, and comp to suit your model.
We focus on outcomes that matter: 96% of our placements are still in role 18+ months later. We measure success by long-term retention, repeat business, and the impact our hires make on your team.
