Philip Brook

Currently building Voiceform, the survey platform of the future.

We help our users do two things really well:

Scale qualitative interviews with voice data collection, transcription, automated probing, and analysis and
get deeper insight from quant surveys with voice enabled probing questions.

Msg me on LinkedIn for a free trial 🙌

Co-Founder & CEO

Hi, I'm Pascal.

I help build the engines that scale startups.

With 8+ years of experience and 300+ hires under my belt, I’ve scaled teams from 20 to 200+ across early-stage, high-growth, and complex tech environments. I bring extensive experience with technical, GTM, and executive hiring. I don't just fill seats; I build repeatable, high-signal recruiting functions that help founders move their roadmaps faster.

Now, at Prospects+, I’m bringing that owner-operator mindset to some of North America's hottest AI and emerging tech startups.

For Founders: We place true builders who ship. Tight intake, crisp profiles, and clean closes.

For Builders: No black boxes. Full context on team shape, product maturity, and growth trajectory.

Beyond the laptop...
When I’m not digging into candidate profiles and hiring data, I’m likely deep-diving into sports analytics or riding the emotional rollercoaster of being an Edmonton Oilers hockey fan. I stay active as a recreational curler and slo-pitch player, and I’m a proud dog-dad who's always planning the next travel adventure with my partner or hunting for the next great live music set.

Building something that matters? Let’s connect.

Pascal Theriault

The search is officially over. I’m thrilled to share that I’ve joined the team at Prospects+ as a Technical Recruiter! 🎉 

After years of building from the inside, I’m fired up to sit on the other side of the table as an external partner.

Coming back into the tech recruiting world, joining Prospects+ was a no-brainer.

The team practiced exactly what they preach. They ran a process that was:

Human: Real conversations, not just box-checking.
Thorough: Deep dives into alignment and recruiting craft.
Fast: Zero lag, high clarity, and a clean close.

It was the exact experience every candidate deserves, and now I get to provide that same delight to others once again.

What is Prospects+?
We're a startup hiring engine for some of North America's hottest, venture-backed AI and emerging tech plays.

Who will I be looking for?
Excited to connect with early-stage founders and world-class startup talent in NYC, SF, Toronto, and across North America (Remote). If you’re building something that matters—or you’re a builder looking for a role worthy of your craft—let’s chat!

Thank you to the Prospects+ team for the opportunity, and to my friends, family, and former colleagues for your support through this journey.

Time to build!

Startup Recruiting @ Prospects+ | Technical, GTM & Exec Search | Seed to Series C | Team & Culture-Builder

It's funny to see many of the exact internal TA roles I applied to 3+ months ago still posted (or recently re-posted). 😅 

A few of these orgs contacted me to close the loop on my applications, but I heard nothing from most of them.

Here we are a full quarter (or more) later and many of them have not yet made a hire.

If you can't decide on adding one internal recruiter in >3 months, are you really treating hiring as a priority for your business? 🤔 

Holding out for that better-than-perfect "unicorn" can lead to:

- Talent brand debt + negativity
- Fewer new perspectives + reduced innovation
- Interview team fatigue + burnout
- Lost opportunity cost of missed hiring / feature release / revenue targets

I'm stating the obvious here, but in an ideal world, it's best to avoid these outcomes. 💡 

In hindsight, it was a blessing in disguise that these same roles posted months later didn't work out for me.

I'm so grateful for the opportunity I was presented with + the decision I made to step into external search with Prospects+.

As a default, our team + our top-tier startup clients move FAST. 🏃‍➡️ 🏃‍♀️‍➡️ 🏃‍♂️‍➡️ 

Our builders (i.e. candidates) are truly valued, respected, and communicated with regularly + responsively.

Whether you're hiring or job searching, when you act with urgency, you'll often be rewarded. 😎

I spent 8 years building startups and scaling orgs from the inside.

I’ve lived the hyper-growth, the pivots, and the hiring slowdowns. I’ve been part of larger TA teams, the senior lead on a small team, and the sole recruiter in the org.

People have asked me: "Pascal, why leave the 'safety' of the internal side to go external?"

The answer is simple: The Multiplier Effect.

When you’re internal, you’re dedicated to one roadmap. That’s impactful. But when you’re an external partner-operator, you aren't just a recruiter. You're a hiring engine that can be plugged into multiple 0→1 missions simultaneously.

Here's why I took the leap with Prospects+:

1️⃣ Pattern Recognition at Scale: Working across a portfolio of AI and emerging tech startups allows me to see talent market trends in real-time. I'm plugged in to what market-right comp looks like in NYC vs. Toronto vs. SF this week, versus last quarter.

2️⃣ Zero Internal Friction: Internal TA is often bogged down by administrative debt. As an external partner, my "North Star" is the signal. It's all about mapping the role, tapping the builder community, and running founder-grade processes that stay focused on outcome.

3️⃣ The "Builder-to-Builder" Motion: A lot of agencies are resume shops. We’re an extension of the founding team. I’m sitting on the other side of the table now because I realized I could help many founders build world-class cultures instead of just one.

The fact that comp directly reflects builder placements doesn't hurt either.

AND I get to learn from the best of the best within the Prospects+ team.

The reality? Early-stage startups don’t always need a full-time recruiter. They need a high-signal partner who can build the motion, land the owners who ship, and then step back once the engine is humming.

I’m only one week in, but I'm f***ing fired up to be that partner for the next wave of builders across North America.

I help people get hired with better resumes & smarter strategies from a recruiter’s POV. Want to work with me? Find all of my services here 👉KarpiakConsulting.com

Excited to announce that the first beer of the weekend has been opened!

Throughout my hiring career, I’ve seen the same recurring mistake: falling in love with a "perfect" pedigree.

On a graph, that candidate has a massive Y-intercept. They have the tier-1 logos, the "Head of" title, and the specialized niche.

But in a 0→1 environment, the Y-intercept is a lagging indicator.

What actually moves the roadmap is the slope—the rate of learning, the adaptability to constraints, and the raw agency to ship.

The reality of startup talent:

A builder who has "done exactly this before" at a giant org often stalls when the guardrails and their 20-person team disappear. If the learning slope has flattened, they’ll churn the moment things get too messy.

A builder might only hit 80% of requirements today. But if they have a steep slope, they will blow past a "100% fit" unicorn within a few months. They solve problems they haven't seen yet.

How to score for slope:

1️⃣ The Friction Test: Ask about a time they shipped something with a minimal budget and no documentation. If they complain about the lack of process, the slope is flat. If they’re proud of the hack, the slope is steep.

2️⃣ Speed of Insight: Watch how quickly they incorporate feedback between interview rounds. High-slope builders iterate in real-time.

3️⃣ Proof of Work over Pedigree: Look for the side projects and the 0→1 pivots. Seek the delta of growth, not just the current title.

The Bottom Line: A flat line at a high level is still a flat line. In a startup, you don't need a steady state. You need an adaptable multiplier.

Is the goal to hire for who someone was at their last job, or who they’ll become at the next one?

Stop hiring for the Y-intercept.

Start hiring for the slope. 📈

Are there any recruiters in my network (whether internal or external) working on software QA roles in Calgary or remote-Canada right now?

A former QA specialist colleague of mine is on the market for a new role.

I was a part of the team that initially hired this person 5+ years ago.

I'd highly recommend them from a hands-on skill perspective. They're also just a quality, kind human being that anyone would be lucky to have on their team.

If you're working on any relevant opps or know someone who might be able to help, please reach out and I'll happily make an intro.

Cheers!

taplio

The Battle

Philip Brook

Pascal Theriault

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The Battle

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Pascal Theriault

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Pascal Theriault's LinkedIn Performance

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