Functions
Technology
Tech leaders who ship.
Why this seat matters
Technology decisions made without an owner are hard to reverse. Roadmaps stall, vendors drift, security debt accumulates and the team ships around the gap rather than through it. Every month this seat is open is a month of decisions nobody is accountable for.
Roles we place
CTO
CIO
VP Technology
Director of IT
Head of Infrastructure
Who we place
From a first CTO through to directors of IT and infrastructure leads. We calibrate to the operating level you need rather than the title you posted.
How we find them
The technology leaders you want are shipping, not searching. We start from scratch on every search, reach them directly, and ask what they built, what they inherited, and what they would change. You meet 2 or 3 people who fit your stage, not 30 who match the keywords.
We commit to
Thirty days from intake to accepted offer, so roadmap, vendor, and security decisions have an owner again. One relationship manager for every technology search you run with us. No pods, no hand-offs, and no searches dropped for a bigger one.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
Compensation bands move fast in this function. We’ll let you know if your band sits below market for the role you’re describing.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Your tech decisions are being made by default.
Your compensation band is set and realistic for the spec.
You are ready to move quickly when the right person appears.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Technology
Tech leaders who ship.
Why this seat matters
Technology decisions made without an owner are hard to reverse. Roadmaps stall, vendors drift, security debt accumulates and the team ships around the gap rather than through it. Every month this seat is open is a month of decisions nobody is accountable for.
Roles we place
CTO
CIO
VP Technology
Director of IT
Head of Infrastructure
Who we place
From a first CTO through to directors of IT and infrastructure leads. We calibrate to the operating level you need rather than the title you posted.
How we find them
The technology leaders you want are shipping, not searching. We start from scratch on every search, reach them directly, and ask what they built, what they inherited, and what they would change. You meet 2 or 3 people who fit your stage, not 30 who match the keywords.
We commit to
Thirty days from intake to accepted offer, so roadmap, vendor, and security decisions have an owner again. One relationship manager for every technology search you run with us. No pods, no hand-offs, and no searches dropped for a bigger one.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
Compensation bands move fast in this function. We’ll let you know if your band sits below market for the role you’re describing.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Your tech decisions are being made by default.
Your compensation band is set and realistic for the spec.
You are ready to move quickly when the right person appears.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Technology
Tech leaders who ship.
Why this seat matters
Technology decisions made without an owner are hard to reverse. Roadmaps stall, vendors drift, security debt accumulates and the team ships around the gap rather than through it. Every month this seat is open is a month of decisions nobody is accountable for.
Roles we place
CTO
CIO
VP Technology
Director of IT
Head of Infrastructure
Who we place
From a first CTO through to directors of IT and infrastructure leads. We calibrate to the operating level you need rather than the title you posted.
How we find them
The technology leaders you want are shipping, not searching. We start from scratch on every search, reach them directly, and ask what they built, what they inherited, and what they would change. You meet 2 or 3 people who fit your stage, not 30 who match the keywords.
We commit to
Thirty days from intake to accepted offer, so roadmap, vendor, and security decisions have an owner again. One relationship manager for every technology search you run with us. No pods, no hand-offs, and no searches dropped for a bigger one.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
Compensation bands move fast in this function. We’ll let you know if your band sits below market for the role you’re describing.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Your tech decisions are being made by default.
Your compensation band is set and realistic for the spec.
You are ready to move quickly when the right person appears.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.