Selected recruiting work

Technical searches with the constraints left in

These anonymous examples cover Crosscheck's staff-engineering searches and SAP SuccessFactors recruiting that Bennett led before founding Crosscheck. We omit company and candidate names to protect confidential hiring information.

How Crosscheck staffs a search Prepared and reviewed by Bennett Heimple Reviewed August 4, 2026

Direct answer

Recruiting experience behind Crosscheck

Crosscheck filled long-open staff-engineering roles for a San Francisco AI startup. Before founding Crosscheck, Bennett recruited SAP SuccessFactors contractors and permanent employees for a West Coast building-products company. The examples distinguish Crosscheck's delivery from Bennett's earlier recruiting experience.

Case study 1

Two staff-level hires for a San Francisco AI startup

San Francisco AI startup

Client name withheld

2 staff-level hires
Roles previously open 6+ months
About 1 and 2 months to fill

Crosscheck filled a Staff Software Engineer role in about one month and a Staff Platform Engineer role in about two months. Both positions had been open for more than six months before Crosscheck began the searches.

Search timelineTwo searches, different constraints

1Before CrosscheckBoth staff-level roles had remained open for more than six months.
2About one monthThe Staff Software Engineer search reached a completed hire.
3About two monthsThe more constrained Staff Platform Engineer search reached a completed hire.

Hiring problem

The startup needed two staff-level engineers and had kept both positions open for more than six months. The platform search required a narrow combination of experience and working constraints, which reduced the relevant candidate pool.

Crosscheck's work

Bennett reset each brief around the work the engineer would own, the evidence candidates needed to show, and the constraints that could not move. Crosscheck sourced and screened each candidate against those criteria before an introduction.

Result

Crosscheck filled the Staff Software Engineer role in about one month. The more constrained Staff Platform Engineer search took about two months. The company added both senior resources after the earlier searches had remained open for more than six months.

Case study 2

SAP SuccessFactors project staffing for a West Coast building-products company

West Coast building-products company

Client name withheld

4 contractors at peak
Niche SuccessFactors coverage
Contract and direct-hire support

Before founding Crosscheck, Bennett recruited SAP SuccessFactors specialists for a West Coast building-products company. The project team included four contractors at its peak. He also helped the company hire permanent employees as it brought more system ownership in-house.

Staffing transitionCoverage moved toward internal ownership

1Project needs definedSuccessFactors modules, delivery gaps, and required specialist evidence were separated.
2Four contractors at peakContract coverage supported active work as project needs changed.
3Permanent ownership addedDirect hires helped the company reduce its reliance on outside contractors.

Hiring problem

The company needed hard-to-find SuccessFactors skills across active projects. Its leaders also wanted to move more system knowledge and long-term ownership into permanent roles.

Bennett's work before Crosscheck

Bennett sourced specialists for the SuccessFactors modules and project needs in scope. He maintained contractor coverage as the work changed and recruited permanent employees for roles the company wanted to own in-house. He led this recruiting work before founding Crosscheck.

Result

The project team included four contractors at the peak of the engagement. Bennett also helped the company hire permanent employees as it reduced its reliance on outside contractors. This result describes his recruiting work before founding Crosscheck.

Bring the hard parts of the search

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