Technology executive search, from engineering manager to CTO.
From strategy to shipped, we recruit the managers, owners, and analysts who turn plans into delivery, vetted by recruiters who know what good leadership looks like.
The delivery chain
From strategy to ship.
Technology executive search and delivery hiring are the same problem at different altitudes. It runs through people who own every stage, from the plan to the release, and we recruit all of them.
Why STACK IT
Technology executive search that starts with the mandate.
A senior title doesn’t prove someone can lead a team or land a program, which is why technology executive search turns on the brief rather than the shortlist. We screen for the people who actually deliver.
Recruiters who know leadership
Our recruiters can tell a manager who ships from one who just runs standups, and they screen for the difference.
Every candidate is real
Leadership hires carry outsized risk. We meet each candidate face-to-face on video and check references, so who you interview is who shows up.
One bar, lead to director
Whether it’s a first-time team lead or a seasoned program director, the same two-reviewer screen and 90-day guarantee apply.
How we screen
One bar, held every time.
The deep role-specific rubric lives on each role page. Across the category, every search runs on the same method.
Recruiter-led, beyond the job title
A senior title doesn’t prove someone can lead. We screen against how they have actually delivered, with real scenarios.
Two reviewers per shortlist
No candidate reaches you until a second reviewer signs off, so the bar holds on every search.
Screened to stay
Leaders set the tone for whole teams. We align trajectory and total comp so the hire commits for the long run.
Backed by the guarantee
Permanent placements carry a 90-day replacement guarantee, and contract roles a fast backfill, at no extra cost.
FAQ
Hiring tech leadership talent, answered.
It depends entirely on the role. For a manager you can fill from inbound applications, probably not. For a director, VP, or CTO the calculation changes: the people you want are already employed and not looking, and rarely respond to a job posting. The cost of the wrong leadership hire is also measured in the team they build and the people who leave, which is a far bigger number than any fee. If a search can be filled from your own network, use your network. We are worth engaging when it cannot.
Success fees, including at executive level, and it is worth knowing the difference. Retained search bills in instalments whether or not the role is filled, which buys a firm’s full attention on a narrow mandate. We work success-based, so nothing is owed until your hire starts. The honest trade-off: retained firms will map an entire market for a single confidential CTO seat, and for a mandate that sensitive we will tell you when that is the better fit rather than take the search.
Across the delivery chain: product managers and business analysts who decide what to build, IT and engineering managers who lead the teams, and program and project managers who get it shipped.
Through real situations they have handled. We walk through how a candidate handled an underperformer, a slipping timeline, and the call between shipping and quality, and we look for judgment and outcomes over titles. It is the core of how we screen.
Almost always, since leadership depends on continuity and trust. On occasion an interim leader fits a transition or a specific mandate, and we can support that too. Leadership mandates here run as permanent IT recruitment, discreetly and on success fees.
Yes, and it matters. Product managers own what and why, project managers own how and when, program managers coordinate across teams, engineering managers lead builders, IT managers own operations, and business analysts translate needs into specs. We screen for the exact one you need.
For permanent hires it's success-based: you pay only when a candidate starts, with no upfront fee or retainer. Contract placements run on a transparent hourly rate that already covers payroll, compliance, and onboarding. There's no cost to simply engage us.
Still have a question? Talk to a recruiter
Build your tech leadership team with confidence.
Tell us what you’re hiring for and we’ll reply within one business day with a calibrated shortlist, screened for your stack and your team.
- Pay only when they start
- First candidates in 24–48 hrs
- 90-day placement guarantee