Deep Tech growth starts with the right people
- Become a confident leader
- Build a high performing team
- Recruit the leaders you need
- Scale your business strategically
We're built for
Deep Tech
You’re creating something complex and world changing and leading a business is its own challenge. We raise your capability, solve problems, and help you accelerate success through your people as you scale.
"Sprout People is the gold standard in recruitment, especially for startups. They go beyond simply filtering candidates to ensure a perfect fit, offering invaluable support throughout the entire hiring process, including onboarding plans and strategies to set new hires up for success. Their holistic approach, deep understanding of startup challenges, and commitment to long-term growth make them an indispensable partner. With clear communication and a focus on results, Sprout has helped us onboard top talent who are already making a significant impact on our business."
Matt Jones
VP of Product, Inugo
"Finding the right people is straight-up hard work. We have failed a few times of late. Technical roles with experience tend to come at an inflated price. Sprout navigated the course to find the right calibre of candidate, a great team fit and in our budget. I did not expect the outcome we got. Super stoked."
Bruce Howe
Managing Director, Putti
"It's rare to work with a consulting business that understands not only growth businesses but also our sectors of advanced manufacturing and software! The Sprout team 'get us', they talk our language and every time we engage with them, I am impressed by the level of work that is produced. They are easy to deal with and thorough in what they do. I would highly recommend working with them if you are looking for a partner to help prepare your people for business growth."
Niki Johnstone
Managing Director, N2P
Case studies
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From Urgent Need to Strategic Growth: Nilo’s People Journey
Problem
We had a burning bridge and we needed to get talent on board really quickly. We weren’t making necessary progress.
Michael Maunsell, COO, Nilo
Solution
This was about more than hiring one role, we needed to design a long-term approach, we created a comprehensive recruitment strategy that outlined how Nilo will attract, engage, and evaluate candidates. We then developed an ideal candidate profile including job description and salary benchmark. We simplified the application process and built a talent pool of potential candidates for future positions.
Impact
Nilo is on a pathway to substantial growth, and Sprout is a crucial partner to achieve that growth.
Michael Maunsell, COO, Nilo
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Scaling Smarter: How Inugo Built a High-Performing Tech Team in Six Months
Problem
As Inugo entered a period of rapid growth, they needed to scale their tech team quickly without compromising on skill or culture fit. Traditional recruitment approaches weren’t cutting it. They needed a partner who could move fast and think long-term.
Solution
Over six months, Sprout placed six key hires into critical tech roles. But the value extended beyond hiring, Sprout crafted onboarding plans to help each new team member hit the ground running and align with Inugo’s pace and vision.
Impact
With the right people in the right roles, Inugo has built a stronger, more capable tech team ready to deliver on its ambitious roadmap. The partnership helped turn recruitment from a pressure point into a growth enabler.
Sprout goes beyond recruitment. Their holistic approach helped us build a team that’s already delivering real impact.
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Growing Zerojet: Building a high performing team for a high performing machine
"Sprout has been providing our leadership team (including up-and-coming team-leads) with monthly training sessions for the last 6-7 months. It's been incredibly valuable and helpful for our team, and as a result we've introduced a regular cadence of 1:1s and improved recruitment processes. We've also had sessions on more soft skills such as communication and trust which are incredibly important and often overlooked with training sessions. Highly recommend the Sprout team!"
Bex Rempell
CEO and Founder
Hard problems,
human solutions
01 Seven steps to successful restructure
Growing can mean restructures, shifts in senior leadership, and changes to roles within the business. Change is necessary and can be great, but the change process itself can be difficult and if you get it wrong the risks are high. As a leader you need to guide this process, heres what you need to know to successfuly manage transitions.
02 Onboarding with impact
Bringing someone new into your team is more than just a checklist - it's a powerful opportunity to set them (and you) up for success. A strong onboarding experience helps new hires feel confident, connected, and clear on how they can contribute. This guide is designed to help you, as a leader, create a smooth, engaging, and impactful start for every new team member.
03 Leading 1:1s
Regular one-on-ones are one of the most powerful tools a leader has. They create space for connection, clarity, and coaching, helping your people feel supported and your team stay aligned. This guide is here to help you lead more meaningful conversations that build trust, unlock performance, and keep things moving forward.
Hiring in Deep Tech: Why It’s Hard and What to Do About It
Hiring in deep tech isn’t like hiring anywhere else.
You’re often looking for rare combinations: deep technical expertise and commercial awareness, research rigour and startup agility. Add to that niche skill sets, intense global competition, and the need to align on mission and it's no wonder many deep tech companies struggle to find the right people.
So what can you do?
Get clear on what really matters. Prioritise core competencies and potential over the “perfect” resume. Deep tech roles often require steep learning curves — look for evidence of learning, problem solving, and adaptability.
Sell the mission, not just the role. Top candidates want purpose. Make sure your vision, impact, and long-term goals are front and centre — especially if you’re competing with big names or bigger salaries.
Bridge the tech–non-tech gap
Hiring managers and founders often come from research backgrounds. Invest in clear, human-centred job briefs and interview processes to help candidates connect with your opportunity.
Partner wisely
Find recruiters or advisors who genuinely understand the deep tech space. A generic approach won’t cut it when you’re hiring for roles that don’t exist in traditional industries.
The talent is out there — but in deep tech, finding and winning the right people takes focus, creativity, and a strong story.
