CIO, Manufacturing Recruiters
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.
Find working technology talent for CIO, Manufacturing.
No upfront fee. You pay only if you hire.
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.
- No upfront fee
- Pay only if you hire
- Technology only
- We reach engineers who aren't on job boards
- Replacement guarantee on standard searches
Need someone now? Call 305-306-4829.
Titles we fill
- CIO, Manufacturing
As a CIO in the manufacturing sector, you lead the digital transformation of complex production environments. You are responsible for the coordinated convergence of OT and IT systems while maintaining a massive plant footprint. This leadership role demands strategic oversight of massive enterprise resource planning implementations and the integration of smart factory technologies to boost efficiency and output.
Your hire will oversee the governance of data architectures that span globally distributed facilities, ensuring that high performance ERP systems remain synchronized with real-time floor operations. The scope includes managing technical debt in legacy infrastructures, implementing cloud-based manufacturing execution systems, and steering long-term technology roadmaps that align perfectly with the evolving demands of industrial production and supply chain optimization.
What we screen for
ERP Transformation Experience
We evaluate your leadership experience in large scale deployments of systems like SAP or Epicor within manufacturing organizations. You must demonstrate how you managed the technical risks associated with migrating legacy modules while ensuring continuity of critical plant functions. We look for specific strategies used to minimize downtime during cutovers and optimize system performance across diverse global production sites.
OT-IT Convergence Strategy
Candidates must show a deep understanding of the structural challenges in bridging plant floor operations with corporate office systems. We require proof of the candidate's ability to design integrated architectures that securely share data without compromising operational safety. You need to discuss how you balanced the distinct cultural and technical needs of IT departments and plant production engineering teams.
Scale and Governance
Success requires managing technology across wide geographic footprints. We check the candidate's ability to standardize digital tools while accommodating local variations in manufacturing processes. You should provide evidence of building reliable governance models that allow for central control while empowering regional plant leaders to make site-specific decisions regarding local infrastructure investments, hardware lifecycle management, and necessary software capability updates.
Technical Debt Management
We examine your approach to handling aging machinery and outdated software that cannot be easily replaced. Your hire will explain your prioritization logic when deciding between aggressive modernization and incremental maintenance to sustain production. Strong candidates demonstrate a clear, documented framework for decommissioning obsolete systems while protecting the data integrity and business processes that rely on these legacy foundations.
Data Architecture Design
Your vision for industrial data usage is critical. We look for experience in establishing data lakes or manufacturing execution system integrations that provide visibility into production performance. You must show how you handled data silos between inventory, quality, and maintenance systems. The goal is to verify your capacity to deliver actionable insights that improve overall manufacturing output.
Strategic Vendor Management
We assess the candidate's ability to manage complex relationships with technology partners and systems integrators who deliver manufacturing solutions. You need to provide examples of holding vendors accountable for integration success and performance metrics within the industrial context. We evaluate your negotiation skills and your method for ensuring that third party tools integrate properly with your existing plant infrastructure.
Related skills and ecosystems we cover
- AWS
- Azure
- GCP
- Kubernetes
- Terraform
- Linux
- VMware
- Cisco
- Juniper / Arista
- Palo Alto Networks
- Fortinet
- Salesforce
- Workday
- SAP
- Oracle
- NetSuite
- Microsoft Dynamics 365
- ServiceNow
- Epic
- Oracle Health (Cerner)
- UKG
- Atlassian
- HubSpot
Where we find them
We source candidates from senior leadership roles within multinational manufacturing groups, particularly those undergoing significant cloud migration or major ERP consolidation projects. We look for executives who have successfully work through the transition from traditional, manual production workflows to data-driven, automated factory environments. These leaders understand the delicate balance between pushing technological innovation and maintaining production stability.
Another primary pool includes leaders from large implementation consultancies who specialize in industrial digital transformation projects. These individuals bring exposure to diverse factory setups and a deep understanding of industry-wide best practices. We focus on identifying those who have moved beyond generalist IT leadership to develop a specialized expertise in the unique technical demands of manufacturing hardware.
The role and the hiring environment
How a CIO, Manufacturing search runs
Plant leadership must agree on cutover ownership before an ERP change. We ask how the CIO reconciled finance controls with production schedules and handled failures during a shift.
Initial assessments focus on your strategic approach to technology roadmapping within a manufacturing context. Your hire will discuss how you align IT investments with production goals, including how you measure success for large scale ERP or infrastructure projects. We test your capability to handle conflicting priorities between corporate IT objectives and the immediate, non-negotiable requirements of the plant floor.
The final stage involves a deep dive into your leadership experience regarding change management and team structure. We evaluate your methods for fostering collaboration between historically siloed IT and operational engineering teams. You must demonstrate the ability to articulate long term vision while maintaining the day to day operational excellence required to keep complex, global manufacturing facilities running smoothly.
What happens next
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.
Questions about this search
When will we see a shortlist?
We agree the search plan after checking your requirements for erp transformation experience and ot-it convergence strategy, rather than promising a date before the brief is clear. We evaluate your leadership experience in large scale deployments of systems like SAP or Epicor within manufacturing organizations.
What if a candidate gets a counteroffer?
We ask what would make someone leave work involving erp transformation experience, and what could make them stay. Before you invest in interviews, we discuss whether your offer changes the problem they want to leave, including the responsibility for strategic vendor management.
Should this role be remote or on site?
Experience with erp transformation experience and ot-it convergence strategy does not settle the location question. Tell us what access and supervision the work needs, including who owns decisions about strategic vendor management, so we approach people who can accept the arrangement.
How will you check fit before we interview?
We evaluate your leadership experience in large scale deployments of systems like SAP or Epicor within manufacturing organizations. You must demonstrate how you managed the technical risks associated with migrating legacy modules while ensuring continuity of critical plant functions. Candidates must show a deep understanding of the structural challenges in bridging plant floor operations with corporate office systems.
How does the fee work?
No upfront fee. You pay only if you hire. Agree the fee and the responsibilities covering erp transformation experience and ot-it convergence strategy in the recruiting agreement before the search proceeds.
What if the hire does not work out?
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. Make sure the agreed scope includes what you expect of strategic vendor management, rather than leaving that discussion until after the start.
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.
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
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.