NextIn is a private network of director to C-suite professionals. Every member speaks to a person before they join, and every role is verified before it appears. Not a job board, but a smaller, verified room, kept that way on purpose.
For senior professionals
Open boards bury the handful of roles that are actually at your level. Recruiters send whatever is on their desk. And looking at all means being visible to people you would rather not be visible to, including your current employer.
For hiring companies
Open boards optimise for applications, which is exactly wrong for a senior hire. You end up filtering senior people out of a general pool, and paying for the privilege at several points along the way.
Everyone speaks to a person first.
There is no open sign up. Every member has a conversation with someone here before they join. We go through their work history, cross reference their experience against their CV and LinkedIn, confirm their level, and talk about what they are looking for next. It takes about twenty minutes.
It is slower than a form, and that is the point. It is why a company seeing an application from here knows a person has verified who they are, and why members know the others were held to the same standard. Neither of those survives an open sign up.
We came from recruitment. The call is not a gate we tolerate, it is the thing the whole platform is built on.
Ryan Saunders, FounderWe proved the process by hand before writing any of the software. Everything below the line is intent, not a promise, and it is marked that way.
2024 · Testing
Connecting senior people to companies by hand, to find out whether direct connections actually worked without an agency in the middle.
2024 to 2025 · Service
Representing senior leaders while sourcing roles directly. It worked. It also did not scale, which is what told us where the software needed to go.
Late 2025 · First build
A hybrid: companies could list roles while we stayed hands on with the curation. Software tested against a process we already trusted, rather than the other way round.
2025 to 2026 · Membership
For a period, access ran on a monthly fee. It worked, but it put a price on the one thing that should never have one, being in the room. So we ended it.
2026 · Now
Members join free and stay free. The gate is the conversation, not a card. Every role is verified before it appears, and every application goes straight to the hiring company. What funds it sits around the network rather than on the people in it.
Next
Book paid time with an executive in the network to ask them something. A founder with a question about scaling engineering, an hour with someone who has done it. Members choose whether to offer their time, and are paid for it.
Next
Recruiters and hiring teams paying to search the network and message members directly, with consent. The charge falls on the side doing the hiring. Members are not going back to paying to be here.
Ryan Saunders
Founder
Spent years placing director to C-suite executives, from startups to Mastercard. Saw both sides being squeezed and built NextIn to work differently.
Khineth Zanda Balona
Opportunity sourcing
Sources engineering and technology leadership roles, working with hiring managers to bring opportunities that are never posted publicly.
Roseanne Natividad
Opportunity sourcing
Sources operations leadership roles and builds the relationships that bring COO and VP Operations opportunities to the network.
Grethel Jabiguero
Member relationships
Runs onboarding and verification, the calls that decide who joins, and the relationships that keep the network worth being in.
Shynea Feb Cleopas
Marketing
Runs how the network is seen, from the weekly briefing to the writing that reaches senior technology leaders before they ever hear our name.
If you are a senior professional, it starts with a call. If you are hiring, it starts with the role.
