How Rejoy (YC HealthTech) Hired 5 Engineers in 5 Days and Cut Burn by 50%

The Problem

Rejoy had just raised out of Y Combinator. Fresh money in the bank, investors watching closely, and the market window wide open — pressure was at its peak.

But their engineering team was breaking down. The longest engineer stayed 30 days. Every time someone left, the founders lost weeks to onboarding, knowledge transfer, and scrambling for replacements. Recruiting cycles dragged on, and product deadlines slipped further away.

Instead of sprinting, the team was stuck in quicksand: burn rate climbing, roadmap slowing, morale slipping.

The Breaking Point

Rejoy wasn’t just losing engineers — they were losing time, trust, and momentum. Every failed hire drained two to three weeks of onboarding, only to reset the clock when another engineer quit. Milestones that should have shipped in March slipped into April, then May. The product vision was clear, but execution kept slipping further out of reach.

Meanwhile, cash burn didn’t wait. The founders were paying premium rates for U.S. and European engineers who never stuck. Salaries turned into sunk costs, and instead of building, the team was trapped in endless interview cycles. Investor patience thinned. Pressure mounted daily.

By the time Rejoy reached out to WIND HR — calling it “literally godsend” — the choice was stark: fix hiring now, or watch their round evaporate.

The Solution

Rejoy didn’t need another recruiter forwarding résumés. They needed a stable, execution-ready team — engineers who could onboard fast, deliver immediately, and stay.

The key insight: chasing overpriced “senior pedigrees” was a dead end. The churn wasn’t about skill, it was about fit. Rejoy needed intermediate-to-advanced engineers: technically strong, flexible enough to adapt, and resilient enough to thrive in the chaos of a founder-led YC startup.

Instead of resumes-as-a-service, WIND HR reframed the hiring mandate: build a team that matched Rejoy’s pace, culture, and growth curve. That pivot opened the door to overlooked LATAM talent — professionals who shipped fast, scaled with the product, and didn’t burn the budget.

The WIND HR Approach (RP2 Methodology)

Step 1: Redefine the JD
We stripped out the buzzwords and focused on what mattered: adaptability, strong fundamentals, and commitment to execution.

Step 2: Proactive Sourcing
Instead of waiting for résumés, we tapped curated LATAM pools, headhunted directly, and ran sourcing sprints built for speed.

Step 3: Cultural Screening
Rejoy didn’t just need coders. They needed builders — people who take ownership, thrive in ambiguity, and integrate like true team members.

Step 4: Time Compression
We condensed sourcing, vetting, and placement into a 5-day sprint. Speed wasn’t optional — it was the metric.

The Result

In just 5 days, Rejoy’s hiring chaos flipped into momentum:

• 5 engineers hired and fully onboarded
• 6 weeks regained on the roadmap — deadlines saved, investor confidence restored
• 50% cut in engineering costs — without sacrificing quality
• Founders freed to focus on fundraising and product, not babysitting churn

What started as churn and chaos became clarity: a predictable, scalable hiring engine that gave Rejoy breathing room to build and grow.

Why It Matters (Founder POV)

For Rejoy’s founders, this wasn’t just about filling seats. It was about:

• Relief from the endless interview grind
• Confidence that milestones would finally be met
• Freedom to focus on fundraising and product — the real founder jobs

YC funding might open doors, but without execution, it doesn’t matter. WIND HR gave Rejoy back execution speed.

If you’re scaling and stuck in hiring chaos, WIND HR will flip it fast. 5 engineers in 5 days → your roadmap back on track, your burn under control, your head back in the game.
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