CTO and VP Engineering
Leaders who set technical direction, build engineering organisations and own delivery.
Leadership Hiring
Technology leaders who build teams that last.
We recruit CTOs, VPs of Engineering, heads of data and AI and engineering directors for technology companies. Our founders have held these roles and built engineering teams, so candidates are assessed by people who know what the job really asks for.
The problem
Why these hires so often go wrong.
01
The role is often unclear
Is it a hands-on architect, a people leader or a turnaround? Without an answer, the search finds someone good at the wrong job.
02
Few strong candidates are looking
The leaders you want are usually busy succeeding somewhere else. They need a direct, credible approach.
03
Hard to test leadership in interviews
Confident answers are easy. Evidence of building teams, making hard technical calls and delivering under pressure takes work to find.
04
A wrong hire costs a year
A mis-hired leader slows delivery, unsettles the team and often costs you good engineers before it is fixed.
What we deliver
Leaders, assessed by leaders.
Confidential searches for the roles that shape how your technology and teams grow.
Heads of data and AI
Leaders who build data platforms and AI teams and turn them into results the business can measure.
Engineering directors and managers
People leaders who grow teams, run delivery and raise the engineering bar.
Confidential searches
Replacement or new leadership roles handled discreetly, with a direct approach to candidates.
Leadership assessment
Structured interviews, case discussions and deep references focused on what the candidate has actually built and led.
Onboarding plan
A first-months plan agreed with the CEO or founders, so the new leader starts with clear priorities.
How we deliver
From brief to accepted offer.
A small, well-assessed shortlist and a process that respects senior candidates' time.
Always included
- A role brief agreed with you before anyone is approached
- Candidates assessed by people who have done the job, not keyword matching
- Structured, evidence-based interviews and written feedback on every shortlisted candidate
- A founder reviewing the search every week until the offer is accepted
Typical tools
01
Before the search
Role definition
We agree with you what this leader must achieve and what kind of leader fits your stage.
- Conversations with the CEO, founders or board
- A written scorecard and success measures
- Compensation range and interview plan
02
During the search
Search and approach
We identify and approach leaders who match, most of them not looking.
- Direct, confidential approach
- In-depth first conversations run by us
- Regular updates on the market and the search
03
Shortlist
Assessment and interviews
You meet a short list of leaders we have assessed in depth.
- Written assessment of each shortlisted candidate
- Case discussions with your leadership team
- Deep references
04
Offer and after
Offer and onboarding
We help close the hire and set them up for their first months.
- Offer and negotiation support
- Notice period check-ins
- A first-months plan agreed with the CEO
Where we apply it
Industries we know well.
FAQ
Questions we hear a lot.
Which leadership roles do you hire for?
CTOs, VPs and heads of engineering, heads of data and AI, engineering directors and senior engineering managers in technology companies and technology teams.
Can you run a confidential search?
Yes. When you are replacing a leader or the role is sensitive, we keep the search discreet and approach candidates directly.
Who assesses the candidates?
Our founders, who have built and led product and engineering teams, together with senior engineers where technical depth needs testing.
How is it priced?
We agree the fee and terms in writing before the search starts, based on the role and its scope.
Recruitment services
Hiring for the roles that matter most.
Talk to a founder about Leadership Hiring.
Tell us where you are. We will come back within one business day with a point of view, not a sales deck.