About
What Rareix does, and who runs it.
We place RevOps and GTM engineers. Every candidate we send has sat a recorded assessment and arrives with a score, the recording and an interview guide. This page is the short version. How it works has the detail.
Why it exists
Screening stopped working. So we test people instead.
A remote RevOps or GTM engineering role now draws hundreds of applications in days, nearly all of them written or rewritten by a model. Agencies are paid when someone starts, which buys speed rather than accuracy. Job boards widen the funnel without giving you a way to sort it. An unstructured interview mostly measures how much you liked the person in front of you.
None of that answers whether they can do the work. So every candidate sits the same assessment, and you get what came out of it rather than our opinion of them.
The assessment
A practical assessment that allows candidates with the highest propensity to practically perform in your role to shine.
Every candidate sits the same four parts, narrated aloud and screen-recorded, then marked against a published rubric.
What they do · the work that matters
- 01
Diagnostic
“Reply rates on the outbound sequence halved three weeks ago. Here are the sends, the enrichment log and the sequence settings. Find out why.” - 02
Design
“A funding announcement should become a personalised first email within the hour. Design the pipeline: what runs where, what a human still checks, and what breaks first.” - 03
Data
“Three enrichment vendors, one account list, and none of them agree. The VP wants a target list of two hundred by Friday. Build it, and say what you trust.” - 04
Communication
“Explain what you just did to a VP of Sales who does not care what it runs on.”
What comes back with everyone you meet
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Report
The score and report
A score on what the role actually needs. Where they were strong, and where they were not.
-
Video
The screen recording
The full session, so you watch them think rather than read what they claim. Shared with their permission.
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One page summary
The interview guide
The areas worth pressing, drawn from their own session, with what a strong answer sounds like.
The terms
What it costs, against 20 to 25% for a CV and an invoice.
- The fee13.5% of first-year salary, invoiced on the start date rather than the offer.
- The seatFrom $250 a month, covering replacements and annual re-testing.
- No retainerNothing is payable up front on any search.
- No exclusivityRun other agencies alongside us. If one of them fills it first, you owe us nothing.
- Free replacementOnce the seat has been active three months, a leaver triggers a fresh search at no cost for as long as it stays open.
Who runs it
Margaret Holičová, founder.
Margaret studied at UCL and founded Rareix. Her own one-line description of what she does is building impact through talent and community. Rareix is the talent half.
The community half is WBB: Women Beyond Borders, an international non-profit she founded and still runs alongside this. It connects women across countries and sectors, with an international team and city hubs in London, Vienna and Brussels.
WBB also runs an expert network, where women register their professional and regional expertise so that they can be put forward for paid work. That is the same problem Rareix exists to solve, in a different population. Capability that is real but not legible does not get matched to the people who need it.
The person on your brief call is the person who runs your search. There is no account manager to hand you to.
Tell us the role. We will tell you honestly whether we can fill it.
Including when the answer is no.
Book a call