Confidential search for senior technical leadership.
Hiring a CTO, VP of Engineering, or Head of Product is a decision that shapes the next five years of your company. We treat it that way.
Who this is for
For leadership hires that change a company's trajectory.
- Founders hiring their first CTO or VP of Engineering
- CEOs replacing or adding to the senior leadership team
- Boards conducting a confidential search for a successor
- Global companies hiring their India Site Lead, India MD, or first senior leader for a new India team
- GCC leadership additions — VP Engineering, Functional Heads, Director-level technical roles
Roles we search for
Senior technical leadership.
How executive search differs
Permanent staffing finds you a person. Executive search finds you the person.
That distinction shapes everything: fewer mandates at a time, passive candidates approached directly, deeper assessments, and strict confidentiality until you decide otherwise.
Fewer, deeper mandates
We work on a small number of executive searches at any time. Quality over volume.
Passive candidates
We approach senior leaders who are not job-hunting — through targeted, confidential outreach.
Confidentiality by default
Your search stays under wraps until you decide otherwise. Always.
Our process
The D4 framework, calibrated for senior search.
Typical timeline: 6 to 10 weeks from kickoff to signed offer.
DISCOVER
Step 1 — Discovery (Week 1)
Two to three conversations with founders, board members, or hiring managers. We document the role, the success criteria, the team they will inherit, and the unspoken priorities.
DISCOVER
Step 2 — Market map (Week 1 to 2)
A structured map of the senior technical leaders in your target market — current company, tenure, stage of career, motivation profile.
DESIGN
Step 3 — Targeted approach (Week 2 to 4)
Confidential, named outreach to a calibrated longlist. We do not blast LinkedIn InMail templates.
DELIVER
Step 4 — Assessment (Week 3 to 5)
Deep conversations on track record, leadership philosophy, and fit. References taken across multiple touchpoints — peers, reports, and previous managers.
DRIVE
Step 5 — Shortlist & close (Week 4 to 8)
3 to 4 candidates presented with full written assessments. We support offer structuring, counter-offer management, and onboarding handover.
FAQ
Common questions on executive search.
The next step
Start a confidential conversation.
Whether you are at the scoping stage or ready to brief, the first call is always discreet and there is never a pitch deck.