TALANTIX
Technical Executive Search
The next technical leader needs a clear mandate. Talantix provides technical executive search for companies across the USA, Europe and Asia, with a focus on the decisions a leader will own and the team they need to build. Our work is based in Sofia, Bulgaria, and shaped around each assignment’s market, location and business context.
Define the leadership challenge first
A CTO, VP of Engineering and Head of Engineering can carry very different responsibilities. We begin with the situation your organization faces: its product, technical priorities, leadership structure and the outcomes expected from the hire. That context helps define the right scope and identify people with relevant leadership experience.
The discussion also covers the team’s size and structure, reporting relationships, decision authority and the balance between technical contribution and organizational leadership. A clear mandate gives potential candidates a more useful picture of the opportunity.
Technical leadership roles
- CTO: technology direction and the leadership responsibilities defined by your company.
- VP of Engineering: engineering organization, delivery and the management scope of the role.
- Head of Engineering: technical and team leadership within the agreed product or business context.
- Engineering managers: leadership of teams, people and the work they need to deliver.
For senior individual contributors and specialist engineers, see technical recruitment.
A focused executive search process
- Align on the mandate. Define responsibilities, priorities, required experience, location, compensation and the stakeholders involved in selection.
- Map the leadership market. Identify relevant organizations, teams and leaders. Examine how their experience connects to the decisions and challenges in your brief.
- Engage and calibrate. Approach potential candidates with a clear opportunity. Discuss leadership experience and motivation, then refine the search using your team’s feedback.
- Support the decision process. Keep expectations aligned through interviews, the offer, notice periods and the transition into the role.
Your organization owns its leadership assessment, stakeholder interviews, technical evaluation and final hiring decision. We support a focused search and informed conversations. The search scope, commercial structure and any replacement support are agreed before the assignment begins.
Leadership search across borders
Location and working arrangements are part of the mandate. For companies operating across the USA, Europe and Asia, we discuss the leader’s required presence, time zone overlap, language and the markets their team serves. The search geography follows the requirements agreed with your organization.
If the mandate or target market needs further definition, talent intelligence and market mapping can help structure the questions before a full search starts.
Executive search questions
Can you help define whether we need a CTO or VP of Engineering?
We can discuss the work, decisions and leadership responsibilities you need covered. Your company decides the organization and title; that discussion helps us shape a search brief around the actual mandate.
Do you approach leaders who are not actively looking?
Yes. Direct search includes identifying and approaching relevant leaders. We discuss the opportunity’s substance, their experience and their motivation for a potential move.
What should we bring to the first conversation?
Bring your technical priorities, team structure, expected outcomes, reporting relationship, location requirements and compensation range. Explain the decisions this person will own and who will take part in selection.