Search Process for headhunting CTO within 30 days
Outcomes achieved:
• Position closed in 28 days
• Candidate NPS: 9; Client NPS: 10 (On a scale of 10, the higher the better)
• Compensation agreed with Candidate within the ranges that we benchmarked earlier
• Behavioral, Cultural, Product Phase, Scaleup Phase Fitment: 100%
Search Process for CTO headhunting:
Role | Skill Set | Key Metrics | Key Success Factors |
CTO for Series B funded Online Platform as a Service specializing in proprietary AI ML fraud detections Location : United States, Austin Sector : FinTech Category : Scaling up stage (growing by 50-55% CAGR on annual basis) Experience : 8 - 10 years | • Technology Roadmap • Optimize the current stack from Cost & forward investments perspective • Scaleup the Tech team with capabilities, mapped to roadmap • Manage GRC & IT security risks, given that FinTech has high requirements for compliances | • Strategic Metrics • Operational Excellence, Engineering Velocity etc • ENPS & MNPS • Critical Feature Delivery % • Engineering Costs v/s. Value (Yield) • Engineering Roadmap (6 months/Quarterly/Sprint wise) | • Build overall Engineering Vision & map the Product Vision, Product roadmap to it • Should have done at least 2 of these successfully: 1-10 (Traction), 10-100 (Growth) & 100 beyond (ScaleUp) journeys earlier • Should have built high performance engineering teams (Seniors + Juniors) earlier • Hands-On with strong experience of building good scalable tech & product • Driven, Motivated, Empowering & Agile • Capable of promoting complex concepts to different levels, hand holding them to success |
Target Sectors / Segments – Mapping out the Sectors
Existing FinTechs (in Scaleup stage) | Rapidly Growing Startups (in HealthTech, Web3 & similar complex domains) | Erstwhile Engineering Leaders & Co-Founders, now with Larger setups |
FinTechs/Financial Institutions with digital growth focus | Similar Ecosystems | Structured Deals / Investment Teams |
Approach & Process
Finding Alignment & Employer Branding (1-3 days) | Qualify the CTO responsibilities, key metrics, aligning with the north star & product strategy. Formalize the role, propose new Org structure & build employer value proposition highlighting the nuances of product tech vision & roadmap. |
Candidate Persona Fitment & Talent Pool Sizing (parallelly, 1-2 days) | A sample set of profiles with required success factors, product tech scale & nuances fitment shared as Candidate Persona Profiles. These candidates are generally not actively looking out. This step helps me in understanding where potential candidates might currently be working. On validation, we zeroed on above sectors for deep search. Channels used for deep search: Linkedin, Personal Networks with Tech Leaders & Business Leaders etc. |
Screening (1-2 days) | Identified around 10 - 11 profiles. Mapped them with Critical Success Factors & Persona, their Motivations & Aspirations, Compensation expectations, their 3-5 year of professional vision & impact, shared an overview of our sector & the growth trajectory they would be in etc. |
Profile Vetting & Selection (2-5 days) | Shortlisted around 5-6 profiles from screening, vetted their candidature with reference checks & presented to Client for next steps. Next steps of Chat with Product Head, CMO, CEO etc. 3 Candidates progressed to Round 4 (Business Case Study presentation). We request the top 2 to prepare, as both came very close in overall scores. |
End to End Closures
Final Steps | Post Joining |
• Offering complete assistance during the offer negotiation stage • Ensuring confirmations of Resignation and Date-of- Joining • Keeping the client updated and staying in touch with the candidate regularly during his/her notice period. | • Staying in touch with the Candidate post joining. • Keeping abreast of his/her experience and hand holding them during the entire on-boarding process. • Monthly check-ins to evaluate their progress. |