Technology executives who are not looking. We find them.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
This is what we do all day: recruit technology and IT professionals.
CTOs, CIOs, VPs of Engineering, CISOs and heads of data, found among people who are not looking.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- Do I pay upfront?
- No upfront fee. You pay only if you hire.
- Must I give you exclusivity?
- We do not promise or require exclusivity here. Any terms are in the recruiting agreement we refer you to.
- Will you reveal my company?
- Not without your explicit consent before we disclose anything.
- What if I do not hire?
- No hire, no fee.
Need someone now? Call 305-306-4829.
- No upfront fee
- Pay only if you hire
- Technology only
- We reach engineers who aren't on job boards
- Replacement guarantee on standard searches
What this is and is not
Our executive search service is designed for technology-driven organizations requiring senior leadership such as CTOs, VPs of Engineering, or Heads of Data. We operate on a contingency basis, meaning our commitment to your search is demonstrated through performance rather than an upfront retainer fee. This model is ideal for companies that need high-impact leaders but prioritize fiscal control during the search phase.
This service differs fundamentally from traditional executive search firms that require significant capital commitments before any candidate is presented. We believe that providing tangible results before requesting fees better aligns our objectives with yours. Whether your company is in a rapid growth phase or a non-technical organization building its first dedicated technology function, our direct-hire model delivers results.
Why leaders are hard to find
experienced technical executives are seldom actively looking for new opportunities. They are usually deeply embedded in their current organizations, protected by successful teams and complex, ongoing technical initiatives. Reaching these individuals requires a sophisticated understanding of the technology market and the ability to articulate why your specific role offers a compelling career evolution that outweighs their current stability.
Credibility is the primary currency in executive recruiting. We conduct extensive preparation to articulate the real-world constraints, technical challenges, and strategic reporting lines of your leadership vacancy. By presenting a transparent view of the role, we attract candidates who are genuinely excited by the prospect of solving your company's specific problems, rather than those simply seeking a title change.
Real fit compared with the title
Technical executive titles are often imprecise indicators of true capacity. A VP of Engineering at a startup might be hands-on with architecture while managing a small team, whereas the same title at a large enterprise might imply purely operational oversight of hundreds of developers. We rigorously analyze the scope of their previous roles to ensure their experience aligns with your current reality.
We assess whether a candidate is better suited for a foundational building phase or a mature optimization stage. The leader required to scale an engineering organization from forty to one hundred and fifty employees is frequently a different persona than one required to stabilize a legacy platform after a major incident. We prioritize this functional alignment over empty corporate credentials.
How we qualify leaders
Qualification at the executive level involves sustained, deep-dive discussions focused on strategic decision-making and leadership philosophy. We explore their track record with major technical failures, how they have work through inter-departmental conflicts with product or finance, and their approach to senior-level departures. This ensures we only present leaders capable of influencing both your board and your engineering organization.
We maintain strict professional standards during the qualification process, conducting reference checks only upon the express authorization of the candidate. Our goal is not to replace your existing board interview process, but to ensure that the candidates who reach that stage possess the depth and experience necessary to make that investment of time worthwhile for your executive stakeholders.
Roles we search for
Our executive search capabilities span the full breadth of senior leadership roles necessary to drive technology-centric organizations. We frequently support searches for CTO, CIO, VP of Engineering, Director of Engineering, Head of Data, VP of Product, and CISO positions, as well as specialized IT leadership. Each search is handled with the same dedication to depth and strategic understanding.
Tell us which leadership decision cannot wait: rebuilding the management team, stabilizing a platform, or choosing what to stop building. A conversation about that decision gives us more to work with than a polished executive job description. We can then distinguish the person who has led a comparable transition from someone whose title looks right but whose responsibilities were different.
Terms
Our executive searches are exclusively for direct-hire, full-time positions; we do not engage in contract staffing or offshore recruitment services. All search parameters and financial obligations are clearly defined within our standard recruiting agreement. We prioritize clarity and professional ethics, ensuring that our terms are transparently presented at the outset of our working partnership.
Standard executive search agreements include a candidate replacement guarantee. The specific timeframes, conditions, and provisions governing these replacements are clearly outlined in the final agreement document. We believe that this commitment to accountability is a core component of a successful, long-term search partnership, providing you with security as you invest in your new leadership team.
Strategic alignment
We view our role as an extension of your company's strategic planning. Our search process for executives includes an initial discovery phase where we learn your technical and cultural goals. This allows us to act as effective advocates for your organization when speaking with passive talent, ensuring they understand the unique value proposition of joining your leadership team during this time.
We operate with the understanding that executive hires have profound impacts on the long-term success of the business. By maintaining a focus on cultural and technical alignment, we ensure that the leaders we introduce will not only solve immediate operational challenges but will also build the high-performing culture and organizational health that your company requires for its future growth.
Questions employers ask
Is this a retained search?
No. It is a contingency search with no upfront fee. You pay only if you hire.
Which executives do you search for?
Technology leaders such as CTOs, CIOs, VPs of Engineering, CISOs and heads of data.
Can the search be confidential?
Yes. We can run it without naming the company at first, as agreed at calibration.
Do you place non technology executives?
No.
What if the executive leaves early?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Tell us what the team needs.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How a search runs
The Six-Step Search
- 1Search Calibration
A call about the work. You get a written search profile.
- 2Market Mapping
We identify the employer backgrounds that fit. You see where we will look.
- 3Professional Contact Intelligence
We identify individual people, not job board applicants.
- 4Persistent Personalized Outreach
Personal outreach and direct follow-through. You get search updates.
- 5Live Candidate Qualification
A recruiter checks stack, scope and motivation in conversation.
- 6Candidate Intelligence and Process Support
You receive a written brief on every person you meet.
Working with Technology Headhunters
How long does it take to see a short list?
We first need to agree the opening and qualify people against it. Availability and the interview requirements affect the search; we do not promise a fixed deadline before reviewing the work.
What happens if a candidate receives a counteroffer?
We discuss the reason for considering a move before you invest in interviews. A counteroffer can change the decision, so we revisit that reason rather than assume more pay will settle it.
What don't you do in a permanent search?
We do not bill by the hour for permanent search or charge a retainer unless one is agreed. We do not treat reposting your job advertisement as headhunting.