We're building the hiring layer that growing teams actually need.
We're building the hiring layer that growing teams actually need.
Most SMBs outgrow spreadsheets before they're ready for enterprise software. Oryx sits in that gap.
Most SMBs outgrow spreadsheets before they're ready for enterprise software. Oryx sits in that gap.
Hiring is one of the highest-stakes things a growing company does. A bad hire costs months of salary, kills team momentum, and takes your focus off everything else.
But most of the tools built to fix this are either too expensive, too complex, or designed for recruiting teams ten times your size.
We built oryx because we kept seeing the same thing: smart, fast-moving companies making expensive hiring mistakes. Not because they weren't trying, but because they had no real process to follow.
Structured interviews. Clear scorecards. A pipeline your whole team can see and act on. That's it. No bloat, no six-month implementation, no per-seat pricing that punishes you for growing.
Hiring is one of the highest-stakes things a growing company does. A bad hire costs months of salary, kills team momentum, and takes your focus off everything else.
But most of the tools built to fix this are either too expensive, too complex, or designed for recruiting teams ten times your size.
We built oryx because we kept seeing the same thing: smart, fast-moving companies making expensive hiring mistakes. Not because they weren't trying, but because they had no real process to follow.
Structured interviews. Clear scorecards. A pipeline your whole team can see and act on. That's it. No bloat, no six-month implementation, no per-seat pricing that punishes you for growing.
Hiring is one of the highest-stakes things a growing company does. A bad hire costs months of salary, kills team momentum, and takes your focus off everything else.
But most of the tools built to fix this are either too expensive, too complex, or designed for recruiting teams ten times your size.
We built oryx because we kept seeing the same thing: smart, fast-moving companies making expensive hiring mistakes. Not because they weren't trying, but because they had no real process to follow.
Structured interviews. Clear scorecards. A pipeline your whole team can see and act on. That's it. No bloat, no six-month implementation, no per-seat pricing that punishes you for growing.
"Smart companies are making expensive hiring mistakes. Not because they weren't trying, but because they had no real process."
"Smart companies are making expensive hiring mistakes. Not because they weren't trying, but because they had no real process."
Hiring structure isn't bureaucracy. Its respect.
Hiring structure isn't bureaucracy. Its respect.
For candidates, for hiring managers, and for the role itself. A clear process signals that you take this seriously.
For candidates, for hiring managers, and for the role itself. A clear process signals that you take this seriously.
Small teams deserve great hires. Not just big ones.
Small teams deserve great hires. Not just big ones.
You don't need 50 open roles to benefit from structured interviews. You need one role where a bad decision would hurt.
You don't need 50 open roles to benefit from structured interviews. You need one role where a bad decision would hurt.
A fair process isn't just ethical. It's your best employer brand.
A fair process isn't just ethical. It's your best employer brand.
Consistency in how you interview isn't just good process. It's good employer branding.
Consistency in how you interview isn't just good process. It's good employer branding.
Two people. One obsession.
Two people.
One obsession.
We've both worked inside fast-moving startups and watched the same thing happen over and over. Smart teams, real urgency, no hiring structure. Oryx is our fix for that.
We've both worked inside fast-moving startups and watched the same thing happen over and over. Smart teams, real urgency, no hiring structure. Oryx is our fix for that.
Alex Just
Alex Just
Co-founder · Growth
Co-founder · Growth
Background in strategy, GTM and B2B sales. Alex's obsession is the go-to-market layer, how companies find, qualify and close the right people the same way they find, qualify and close customers. If hiring is a revenue function, it deserves the same rigor.
Background in strategy, GTM and B2B sales. Alex's obsession is the go-to-market layer, how companies find, qualify and close the right people the same way they find, qualify and close customers. If hiring is a revenue function, it deserves the same rigor.
Daniel Kunz
Daniel Kunz
Co-founder · Product
Co-founder · Product
Background in PLG, product design and customer experience. Daniel believes the best software doesn't need a manual. His job is to make sure oryx is the kind of tool a hiring manager opens on day on. No training, no implementation project, no friction.
Background in PLG, product design and customer experience. Daniel believes the best software doesn't need a manual. His job is to make sure oryx is the kind of tool a hiring manager opens on day on. No training, no implementation project, no friction.
Built for now. Designed to grow with you.
Oryx is a work in progress and we're fine with that. We're talking to hiring managers every week, shipping what we learn, and building the product we always wished existed. If that sounds like something you want to be part of, we'd love to hear from you.
Oryx is a work in progress and we're fine with that. We're talking to hiring managers every week, shipping what we learn, and building the product we always wished existed. If that sounds like something you want to be part of, we'd love to hear from you.
Run better interviews. Make better hires.
Run better interviews. Make better hires.
Affordable hiring software.
For growing teams.
Product
Resources
Company
Contact
Affordable hiring software.
For growing teams.
Product
Resources
Company
Contact
Affordable hiring software.
For growing teams.
Product
Resources
Company
Contact