Leadership Hiring
The layer of leaders that turns strategy into delivery
Below the C-suite sits the layer that actually runs the business — VPs, directors, engineering and product leaders. It is the hardest layer to hire well and the most expensive to get wrong. We recruit it as a specialist discipline, not as senior-level volume hiring.
Is this the right engagement for you?
- Scale-ups building their first real management layer
- Technology organizations hiring engineering, product or data leadership
- Companies where a function has outgrown its current leader
- GCCs appointing function heads as they move from build to run
The problems this work exists to fix
01
Great individual contributors, poor leaders
We assess for the things that actually differentiate at this level — team building, stakeholder management, and judgement under ambiguity.
02
Long, drifting processes
Leadership candidates disengage when a process stalls. We run to an agreed timeline and keep candidates warm throughout.
03
Compensation misalignment
We benchmark the role against live market data before the search starts, so offers land rather than get countered.
A process you can see into
- 01
Understand
we sit with the hiring manager to define the mandate, the team context and the first-year outcomes.
- 02
Map
we identify the relevant leadership pools across comparable organizations.
- 03
Engage
structured, senior-led approaches with a clear articulation of the opportunity.
- 04
Deliver
competency-based assessment, reference validation and offer management.
- 05
Build
we stay engaged through onboarding and the first ninety days.
What we hire under this practice
- VP / Director of Engineering
- Head of Product
- Head of Data / Analytics
- Delivery & Program Leadership
- Functional Business Heads
- TA & HR Leadership
How we can work together
Exclusive engagement
Single-partner search with agreed timelines and milestone reviews — the model we recommend for leadership roles.
Contingent search
Success-based hiring for leadership roles where you are running a parallel process.
Why clients bring this work to us
Fifteen years of hiring and leading technology teams means we assess leaders on substance, not on job titles.
We have led recruitment teams ourselves, so we know what good delivery leadership looks like from the inside.
Senior oversight on every shortlist.
Have a mandate in Leadership Hiring?
Send us the brief and we will come back with a view on how to run it — including whether we think we are the right partner for it.