Executive Search. The senior hire, sourced and screened.
Retained search for the hardest tech hires. CTOs, VPs of Engineering, Heads of Data, Heads of Security. We source, screen, and present shortlists. Your leadership picks the one who fits.
What is included.
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Role definition
Two-week intake with your leadership. What the role owns, what success looks like at six months, which tradeoffs the candidate will need to make.
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Market mapping
A ranked list of the companies and functions worth sourcing from. Target list reviewed and signed by your leadership before outreach starts.
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Sourcing and outreach
Direct outreach to target candidates. Tailored messages. Respectful cadence. Not a spray-and-pray requisition broadcast.
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Technical and leadership screen
Technical deep dive with a practitioner from our team. Leadership screen covering stakeholder management, team building, and communication patterns.
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Shortlist and panel design
Three to five candidates presented with written summaries and our honest read. Interview panel designed to test what your role actually requires.
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Reference and offer support
Reference calls run by us. Market compensation data for the role and geography. Negotiation coaching if you want it.
Where executive search runs most.
- CTO
- VP of Engineering
- Head of Data
- Head of ML
- Head of Security
- Head of Product
- Director of Platform
- Director of Data
- Chief Architect
- VP of Customer Engineering
How it works.
- 8 to 14 weeks
- Retained
- 3 to 5 finalists
- 90 days replacement
Questions we get.
- Retained or contingent?
- Retained only. We do not run contingent search. The depth of sourcing required for senior technology hires does not fit a contingent model.
- What if the search is specialized enough that it needs a niche firm?
- We will tell you. If a specialized firm is a better fit for your specific role, we refer out. We do not take searches we cannot run well.
- Do you vet for culture fit?
- We vet for leadership patterns, stakeholder management, and communication. Culture fit is your judgment. We surface signals.
- How is the guarantee structured?
- If the placed candidate leaves or is let go within 90 days, we restart the search without an additional retainer.
- Can this pair with a fractional placement?
- Yes. A common pattern is a fractional CTO covering the role during the search, sometimes becoming the permanent hire.