Our Story
Recruitment is complex. Working with us shouldn't be.
Starbridge exists because we kept watching good companies make hard hiring decisions with too little to go on.
It started with a practical problem
The idea for Starbridge took shape in 2023, while the three of us were working together in Kuwait. In construction and other project-driven businesses, we watched organizations build substantial teams at very short notice — finance professionals, project managers, engineers and technical specialists, all needed at once.
The hard part was rarely finding enough candidates. It was making good decisions under pressure. Searches began with a job title instead of a business problem, salary expectations went untested against the market, and questions about mobility, onboarding and long-term fit surfaced only after a candidate had already been chosen.
We believed this could be done better.
Why we built Starbridge
A hiring decision starts long before the first CV and continues well after the contract is signed. What does the business actually need? Is the role realistic in the market? How will success be measured? Will the candidate and manager work well together — and does the compensation create the right incentives?
We built Starbridge around the idea that all of these questions belong to the same hiring decision.
Everything we do follows from one question:
How can we make hiring more objective, more comparable and easier for the people who ultimately have to make the decision?
What we do differently
The people whose judgment matters most in a hire — CEOs, hiring managers, HR leaders — usually have the least time for it. Our job is not to take the thinking out of recruitment, but to make sure your time goes into the thinking that actually matters: not screening broadly similar CVs, but talking with a small, well-understood group of candidates about the questions that decide whether the relationship still works a year in.
That is also why our work does not stop at the signature. Capability and chemistry both matter, and neither is enough on its own — so where it helps, we extend into compensation, incentive structures, international mobility and what good performance should look like once the person is on board.
Our ambition is that a client finishes a search thinking:
“I did not know this was the calibre of person available to us — and I understand the decision far better than when we started.”
Three founders. Different perspectives. Shared standards.
Starbridge was deliberately built by three founders with very different professional and cultural backgrounds. Sabrina reads people and markets, Felix builds the structures and evidence behind a decision, and Hamdy makes sure agreements work — legally and practically — for both sides.
What connects us is not how we think, but the standards we share: fairness, evidence and responsibility for the outcome. Meet the three of us here.
Advice before transaction
Sometimes our advice is that the salary needs to change, or that the search has to become international. Sometimes a requirement that seemed essential turns out not to matter — and occasionally the role itself needs a rethink. We would rather say so before a search starts than discover it after months of work.
Our commercial model backs that up: a substantial part of our recruitment fee depends on a successful placement.
The strongest reason to get a search right, though, is simpler: we want the next call from a client to begin with another problem they trust us to solve.
Discuss Your Hiring or Advisory Needs
You do not need to arrive with the perfect job description. Tell us what the business needs to achieve, and we can work out the rest together.