Danae founded Superbloom Talent to help startups build strong teams

Please share a brief introduction and tell us something about your business, Superbloom Talent:

I’m Danae, the founder of Superbloom Talent. We help founder-led professional services firms and SaaS startups build teams that actually support their growth, not slow it down. I cut my teeth in the startup world, partnering closely with founders as an early people and recruiting leader, and my background spans business operations, people operations, and recruiting with a specialty in building hiring systems from the ground up.

What started as done-for-you recruiting has evolved into a mix of hiring strategy, execution, and fractional People Ops - all designed to help founders step out of the weeds and into the CEO seat with confidence.

Did you always know you wanted to be an entrepreneur?

No. I didn’t grow up with a clear vision of entrepreneurship (or an example of what a good business leader looks like), but I did know I wanted autonomy, flexibility, and work that respected the realities of life outside of it, especially as a mother. Starting a business became the path that allowed me to do meaningful, high-impact work without sacrificing sustainability or presence.

Do you have a co-founder?

Yes, I have a co-founder (she's the best!), and alignment has been everything for us. We’re aligned on values, communication style, and what success actually looks like - especially as working mothers.

My biggest partnership tip is to be upfront early: talk about expectations, boundaries, decision-making, and how you’ll handle hard moments before you’re in them.

Are you a mamaprenista?

Yes, and my advice would be to design your business to support your life, not the other way around. Build systems early, set clear boundaries, and allow productivity to change with the season. Flexibility and sustainability are strategic advantages.

When hiring, what is your go-to interview question?

I always ask some version of: “Tell me about a time you had to navigate ambiguity or change - what did you do?”

Startups and growing teams change constantly, and skills alone don’t predict success. I’m listening for how someone thinks, adapts, communicates, and takes ownership when there isn’t a clear playbook.

My biggest hiring tip: hire for capability and mindset, not just past titles or brand-name companies.

What did you do before starting your own business?

Before starting Superbloom, I spent years working in the startup world across recruiting, people operations, and business operations. I partnered directly with founders and leadership teams to build recruiting functions from scratch, scale teams quickly, and implement people systems that actually held up as companies grew. From early-stage startups to fast-scaling organizations, I’ve seen firsthand what breaks when hiring and people ops are treated as an afterthought and what’s possible when they’re done well.

What made you take the leap to start your own business?

The decision to start Superbloom was shaped by both circumstance and clarity. My business partner and I were impacted by a layoff, which forced us to pause and reflect on what we actually wanted to build next. At the same time, we were both navigating motherhood and thinking deeply about sustainability - not just in business, but in life.

We wanted to create a company that supported meaningful work, flexibility, and long-term growth for us and for the founders we serve. Superbloom became a way to apply our expertise while building something that aligned with our values, not just our resumes.

Do you have any recent wins?

Over the past year, Superbloom has fully stepped into its role as a combined recruiting and People Ops partner. We refined our niche to focus on founder-led professional services and SaaS startups, expanded our People Ops offerings in response to client needs, and built more scalable systems internally. Doing all of that while navigating new motherhood made the growth especially meaningful for me.

Who are Superbloom Talent customers?

Our customers are founders of professional services firms and SaaS startups who are scaling thoughtfully, not recklessly. They’ve usually made a few early hires, felt the pain of misalignment, or realized that people decisions are starting to carry real business risk. They want senior-level recruiting and people operations support without overbuilding too early, and they care about doing things the right way for both the business and their team.

What's your approach to work-life balance?

I think more in terms of integration than balance. There are seasons where work needs more attention and seasons where my family does, and that’s okay. What matters is having clear priorities, strong boundaries, and systems that allow for flexibility without everything falling apart. That philosophy shapes how I run Superbloom and how I advise founders.

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