Written by Jordan Clayton

Recognise that everyone is writing the same brief

Palantir knows what a good FDE looks like and how to grow one. A Palantir background tells you someone has already passed a high bar.

The catch is that almost every company hiring FDEs has reached the same conclusion. You're not choosing from a pool. You're competing for one.

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You have to offer a lot more than Palantir

If you want someone to leave Palantir, matching what they have isn't enough. Moving is a risk, so you most likely need to offer more - both financially and in the scope of the role.

Be clear about what they'd get with you that they can't get there: more ownership, a bigger say in the product, meaningful equity or the chance to shape how FDE works at your company. If you can't name it, they won't see it either.

Know why you'd win the Palantir race

You're not just up against Palantir. Every other company hiring FDEs is approaching the same people, often in the same week.

The best FDEs are not usually people who apply for jobs on LinkedIn, and your message looks a lot like the last five they got. Your product, mission and proposition need to stand out from the rest, or you won't win this one.

Build a plan B

Start by deciding what an FDE means at your company: the problems they'll solve, who they'll work with and what a great first six months looks like.

Then look beyond one logo. Solutions Engineers, Founding Engineers, Technical Consultants and former Founders often do the job without the title.

A practical exercise on a real customer problem tells you more than where someone worked. Build a clear path to grow FDEs and you stop relying on someone else to do it for you.

Ex-Palantir FDEs can be excellent hires, and it's worth trying to attract them. But as your only plan, it leaves you chasing a very small pool with everyone else.

Offer a lot more, know why you'd win and have a plan B that doesn't depend on one name on a CV.

If you'd like to talk about finding FDEs beyond the usual brief, we'd love to help.