Company Overview
Primer’s core mission is to help B2B companies break out of the marketing echo chamber by reaching their ICPs on channels like Meta, Google, TikTok, and Reddit.
Primer didn’t see geography as a constraint when building their engineering team.
“Primer needed data-savvy engineers who could build fast and think long-term. Strider delivered embedded team members who cleared a high technical bar, without Bay Area price tags or hiring overhead."
Keith DelaneyCEO and Co-founder
Problem
Being remote-first from day one gave them the flexibility to think globally. While they saw some success with agency platforms, they felt there was a bigger opportunity to extend their budget abroad without lowering the bar.
Keith and his co-founder needed highly technical, full-time team members. This meant engineers who felt like (and were) part of the core team vs. contract talent.
“We’ve hired great engineers in the Bay Area. But engineering is increasingly a democratized skill set. We believed we could find exceptional talent—with a founder mentality and strong cultural fit—outside the Bay Area too.”
The solution
Primer partnered with Strider to find engineers in Latin America who could meet their technical bar and integrate as full-time team members—not as contractors, not as outsourced dev shop hands.
The key was full-time, embedded engineers who didn’t just write good code—they owned problems and grew with the team. Primer got the signal without the noise, thanks to a workflow prioritizing quality over volume and async collaboration over unnecessary calls.
“Strider was basically the U.S. agency model taken to a different market, with a similar bar for talent.”
Why Strider
- Direct Slack-based communication
- A lean candidate flow that matched their hiring spec
- Engineers who turned into integrated teammates, not temps
- A process that respected Primer’s time and internal rigor
“It wasn’t a dev shop feel. These candidates were in it for a career-defining opportunity.”
Results
- Time to hire: 6 weeks - for a highly specialized engineering role with tight requirements
- Hiring experience: “Light-years better” candidate quality vs. other platforms
- Process: Async, efficient, no wasted calls or updates
- Retention: Multiple hires made, with engineers embedded directly into the team
“These hires sped up development of core platform features and allowed the founding team to stay focused on go-to-market rather than wading through hundreds of resumes.”
Summary
Bay Area engineering salaries would have burned through funding fast. By tapping into LATAM talent, Primer could scale their team without compromising on quality or blowing their hiring budget.
Primer found its edge with Strider, hiring deeply technical, full-time remote engineers in Latin America who matched its quality bar without the price tag. This meant no revolving-door contractors, no endless vetting, just really good engineers, hired efficiently
