Bronson Technical Search’s Post

🔍 Ready to hire a Head of Technology? Choosing the right leader is like selecting the captain of your tech ship. Learn how to navigate the hiring process with insights and best practices in our article. Find the visionary who'll steer your tech into the future with confidence! 🚀 - Looking to hire Tech talents, contact us @ www.jbhired.com - #recruitment #jbhired #hiring #digitaltransformation #hr #talent #talentacquisitiontailored #techtalent #recruitmenttips #hiringstrategies #apac #mena #recruitmentapac #recruitmentmena #recruitmentsuccess #hiringtips #operationalexcellence #techleadership #businessgrowth #jbhiredexperts

Dear CEOs and CTOs, What impact would it have on your business if you could hire talent in 2 to 4 weeks instead of 8 to 12 weeks?  🚀Going 3x up to 6x faster means getting that product out sooner, seizing market opportunities, and outpacing competition.  In fast-growing startups, speed is a factor. And people you bring on board are the X-Factor. But you can’t go fast when you’re waiting around like this hiring manager above⏳ Hiring timelines often stretch out due to role complexity, lack of suitable candidates or hidden process flaws. But the truth is, you need to optimize for these to scale quickly.  Ask yourself: -  What if you could reduce unnecessary steps in the screening process? - What if you had a streamlined pipeline for specialized roles? - What if you targeted broader candidate pools for remote work?  Speed up your hiring process before your competition does. 💡 Time to rethink recruitment: How fast do currently move and what if you could drive faster?  #Hiring #Recruitment #StartupGrowth #Leadership #TechHiring #ScaleFast

Wednesday Top Tip: 𝗩𝗮𝗹𝗶𝗱𝗮𝘁𝗶𝗼𝗻 𝗼𝗳 𝘆𝗼𝘂𝗿 𝗵𝗶𝗿𝗶𝗻𝗴 𝗶𝘀 𝗸𝗲𝘆 𝗯𝗲𝗳𝗼𝗿𝗲 𝘀𝘁𝗮𝗿𝘁𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘀𝗲𝗮𝗿𝗰𝗵. I've spoken to numerous Founders over the last couple of years who have said to me comments such as: "I've been told by my VC that I need to hire xyz". In some cases, they're correct but in others they're not. Just because another company in their portfolio hired this role after receiving their funding, doesn't mean you should ❌. Every business is unique and every founding team has different skills and experience they bring to the table. Because of this, every talent strategy needs to be bespoke. So when you decide on your next hire, validate it first ✅. Some points to think about: 1️⃣ Look at what you actually need to accomplish and break this down into the skills and responsibilities needed. Is this one persons role or multiple? Do you already have expertise internally that could supplement the role? 2️⃣ Research / Talent Mapping - does this combination of skills/experience exist as a role in the marketplace? Is there enough talent within your geography or do you need to factor in other considerations such as remote workers? Does your budget allow you to attract the talent you need? 3️⃣ Is this role needed on a permanent basis or could you hire a contractor / fractional to deliver what you need to achieve? 𝗘𝘅𝗮𝗺𝗽𝗹𝗲: If your VC is telling you to hire a CTO, use point one to really figure out what you need because a CTO in a start-up often requires a different skill set to one in a Series-B. Maybe what you actually need is a VP Engineering and the sell to them is the opportunity to progress into the CTO when the time is right. There are more validation points than listed above, but once you've validated your need, you then need a plan to attract this person? ❓Do you have a network of relevant candidates you can reach out to directly? ❓Have you worked with anyone previously you can reach out to? ❓Do you need the expertise of an external talent partner / advisor who can validate, design your process and deliver a shortlist of prospective candidates? I hope the above helps and if anyone is looking for some support on their validation / search process then please don't hesitate to reach out. #hiringtips #startups #validation

CTO job market: toughest in 30 years? 6 practical steps for job seekers to stand out… The past few weeks have been eye-opening. I’ve spoken with over 50 CTOs 1:1 over the last six months and they’re all worried about the lack of opportunities. And it isn’t just job seekers; it’s the CTOs in permanent positions too. Despite varying focuses and experiences, they all face the same challenges: 🚩 Work for strategic technology leaders has dried up — permanent, contract, fractional, and interim alike. 🚩 Available roles are fiercely contested — more applicants compete for fewer roles. 🚩 Early-stage companies want founding engineers with a CTO title — these are not strategic roles. One recruiter even called it the worst market in 30 years. It’s a buyer’s market for talent. The consensus? Hold out until the market improves. There are hints of recovery, but it's fitful and lacks momentum. So, how can we stand out? Here are my suggestions: 1. Define your CTO brand → Be clear about what type of CTO you are and your unique value. 2. Target specific sectors or industries → Focus on where you will make the most impact. 3. Highlight value → Describe past work in terms of value delivered, not tasks completed. Get someone else to review your CV/résumé 4. Be flexible → Prepare to travel; fully remote roles are rare now. 5. Engage your network → Make introductions, publicize roles you aren’t pursuing, and recommend others. 6. Join a CTO community → Network and learn from peers. (like at the Gothenburg CTO Craft Mixer this evening!) If you are a CEO or company leader in need of technology leadership – now’s the time to find us! Are you seeing the same thing? Share your experiences and tips in the comments below. P.S. If you liked this post, ♻️ reshare & 🔔 follow me, Adam Horner, for more tips on life as a CTO.

What if I told you your hiring process is wasting 30% of your budget? 🤔 At Gather Growth Digital, we’re redefining recruitment for tech startups with professionalism and innovation. 🌟 Imagine a streamlined hiring process that empowers your growth. Here’s how we deliver: - Access to 1 billion candidates: Our global talent pool ensures you find the right fit, no matter where you are. 🌍 - Accelerated hiring: Experience a 50% faster hiring process through our AI-driven solutions, designed for efficiency. ⏱️ - Cultural alignment: With a 90% culture fit guarantee, we ensure every candidate is rigorously vetted for seamless integration. ✅ - Significant cost savings: Achieve up to 300% savings on your recruitment budget without compromising quality. 💼 Don’t let outdated hiring methods hinder your startup’s potential. What if your next hire could be the key to unlocking unprecedented growth? 🚀 What complex hiring challenges have you encountered? How do you envision technology transforming the recruitment landscape? I look forward to your insights! 👉 Connect with us! Book a free consultation to learn how we can help you build a high-performing tech team with confidence. #TechRecruitment #AIRecruitment #StartupGrowth #TalentAcquisition #EfficientHiring

𝐇𝐢𝐫𝐢𝐧𝐠 𝐌𝐚𝐧𝐚𝐠𝐞𝐫𝐬 - 𝐇𝐨𝐰 𝐭𝐨 𝐅𝐢𝐧𝐝 𝐭𝐡𝐞 𝐑𝐢𝐠𝐡𝐭 𝐂𝐓𝐎 𝐟𝐨𝐫 𝐘𝐨𝐮𝐫 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬—𝐚𝐧𝐝 𝐆𝐢𝐯𝐞 𝐓𝐡𝐞𝐦 𝐭𝐡𝐞 𝐁𝐞𝐬𝐭 𝐂𝐡𝐚𝐧𝐜𝐞 𝐨𝐟 𝐒𝐭𝐢𝐜𝐤𝐢𝐧𝐠 𝐀𝐫𝐨𝐮𝐧𝐝 Hiring a Chief Technology Officer (#CTO) is one of the most critical decisions for any business looking to scale, innovate, or maintain a competitive edge. But finding the right fit is just the first hurdle. Once you've got the right person, how do you ensure they stay for the long haul? Here’s what you need to consider: 1. Know why someone should join you Before you start your search, have a clear and compelling answer to the question: why should a CTO leave their current role to join your company? Today’s tech leaders aren’t just looking for a title—they want growth opportunities, a strong mission, and a culture that resonates with their values. Ensure that you understand what makes your business attractive and communicate that upfront. 2. Cast your net far and wide Top CTO talent isn’t confined to the candidates who respond to job adverts. Relying solely on applications limits your pool. You need to be proactive, seeking out the key players in your industry. Build relationships with passive candidates and industry leaders—they may not be looking, but the right opportunity can change that. 3. Screen candidates effectively When you’ve narrowed down your list, it's critical to screen candidates in a way that provides clear comparisons. Using the same competency-based questions for all your candidates ensures an apples-to-apples comparison. This allows you to objectively evaluate technical skills, leadership qualities, and problem-solving abilities. 4. Understand behavioural fit The right CTO isn’t just about technical know-how. They need to align with your company’s culture and the unique behavioural traits that define success in your environment. Define what those traits are and evaluate each candidate against them. Are they adaptable? Can they handle high-pressure situations? How do they approach innovation and collaboration? Ultimately, securing the right CTO for your business requires a strategic approach. Don’t leave it to chance. By being proactive, thorough, and clear on your company’s value proposition, you’ll find a tech leader who not only drives results but also sticks around for the long haul. If you’d like to know how my clients are able to enjoy staff retention rates in excess of 96% grab 10 minutes with me and I’ll walk you through it for FREE. ☎️𝗵𝘁𝘁𝗽𝘀://𝗰𝗮𝗹𝗲𝗻𝗱𝗹𝘆.𝗰𝗼𝗺/𝘄𝗮𝗿𝗿𝗲𝗻𝗰𝘁𝗼𝘀𝗲𝗮𝗿𝗰𝗵/𝟭𝟬-𝗺𝗶𝗻𝘂𝘁𝗲-𝗱𝗶𝘀𝗰𝗼𝘃𝗲𝗿𝘆-𝗰𝗵𝗮𝘁 Until next time people. I’m Warren Beazley (FIRP) , #TheCTORecruiter #ctos #techleadership #hiring

In 2024 I tried to start a new business line (exec recruiting 🚀), but IT DIDN'T WORK. Here's what I learned, & why we made it a FREE product instead: 🦄 2021-2022: Tons of Open Engineering Leadership Roles During this time (good times 😂 ), there were tons of open engineering leadership roles that companies struggled to fill. We felt like there could be a great flywheel effect, helping companies diversify their senior engineering teams, which would make it easier to recruit more ICs. So we kept an eye out for ways to expand into exec search. 🔄 2023 Shift: IC Roles Dominate -- Where Did The Leader Roles Go? By 2023, almost all non-IC roles dried up. Now, about 90% of the ~150 open roles we work on at Leopard are for Senior/Staff/Lead ICs, most of which are backfills or highly specialized but all require hands-on coding. Meanwhile I would meet amazing manager+ candidates and feel frustrated, as it seemed tough for them to find their ideal roles at inclusive companies. So I wanted to expand our marketplace and get better at placing execs via community, and also to just get to know more leaders and their challenges. 🌐 January 2024: Launched Leaders Community We created an invite-only community (now with 500+ members—DM me if you'd like to join!) where engineering leaders (director+) could discuss AI, tooling, trends, planning, RIFs, building teams, DEI, and more. I hoped it would, among other goals, help us build an executive search arm by understanding leaders' hiring needs better. But even with hundreds of leaders in the network, there were fewer open leadership roles than we expected. 💡 Pivot: FREE Eng Leader Exec Search Community Around 6 months in, I started seeing firsthand the challenges of leadership job searches—long timelines, unlisted roles, and heavy reliance on networking. So instead of building a paid exec search business, we created free Slack channels for leadership job searches. Now, leaders can share open roles with their peers for FREE, and we also let our broader network of VC Talent Partners, Recruiters, & CEOs share roles for FREE. Leaders can also lean on each other for referrals & share what they're looking for (company size, stage, location etc). Overall, I’m so glad we (hopefully!) built something that actually adds REAL value for leaders, who really are the changemakers in the tech industry when it comes to hiring. If you'd like to join our Leaders community or post an engineering leadership role, DM me!

Last year I submitted over 100 qualified candidates to our portfolio startups. Less than 10% of these turned into hires 🥹. Pretty bad conversion, isn't it? While there are things I could do better, the final hiring decision isn't on me. Often the role was changed or canceled in the process. For startups, especially early-stage, it is quite common, but you can save a lot of time and resources by approaching hiring planning more strategically. Typical hiring planning mistakes: ❌ Hiring for multiple roles at once - in the scaling mode this is the usual situation, but make sure you have processes and resources in place to make this a success without compromising candidate experience; ❌ Hiring too quickly, without a proper recruitment process, or not budgeting enough time for interviewing; ❌ Hiring the wrong people - profile, seniority, team fit. This includes opportunistic "vanity hires", for example hiring a senior VP of Sales too early when you need an enthusiastic hands-on Sales Rep; ❌ Poor and slow communication with your hiring partners (agencies, RPOs, VC Talent Partners) - did you fill, cancel, deprioritize the role or changed a profile - make sure everyone involved in recruitment gets timely updates so their time is used efficiently; ❌ Bad prioritization - sequencing and timing can significantly influence the success of the specific function, especially if this is the first hire of such kind. To get this right it is important to look into skill gaps within the current team and create an org chart projection for 6-12 months sequencing which roles will enable the next roles/departments. We are going to discuss these mistakes and ways to avoid them at the online workshop on January 24th. Reach out if you are interested in joining.

Why 99% of Companies Don't Have Access to the Best CTOs Here’s a hard truth for many companies that is rarely addressed: Most do not have access to the best CTOs (Chief Technology Officers). (Spoiler: And it can be very costly) Let's break it down: 💼 Competitive Market The best CTOs are in high demand and are often recruited by tech giants or well-funded startups. The competition for their attention is fierce, making it difficult for smaller or less well-known companies to attract them. 🔍 Lack of Visibility Many companies do not have a strong employer brand or the necessary visibility to attract top talent. If a potential CTO doesn’t know you exist, they won't apply for your positions. 💸 Compensation Packages Top-tier CTOs demand high salaries and substantial benefits, which can exceed the budget of many companies. Offering competitive compensation is crucial but challenging for smaller companies. 🔗 Network Limitations Access to a robust network of technology professionals is often limited to those already within elite tech circles. Without the right connections, it’s hard to even start a conversation with high-level candidates. 🤝 Cultural Compatibility A good CTO is not just about technical skills but also about fitting with your company’s culture and vision. A poor alignment here can result in a short tenure, which can be more damaging than not hiring at all. So, what can you do? 🔹 Improve Your Employer Brand: Invest in the visibility and attractiveness of your company to potential candidates. Highlight your vision, culture, and growth opportunities. 🔹 Competitive Compensation: Be creative with your compensation packages. Stock options, flexible working conditions, and professional development opportunities can make a difference. 🔹 Network Building: Leverage existing connections and create new ones. Attend industry events, participate in tech communities, and engage on platforms like LinkedIn. 🔹 Cultural Compatibility: Clearly define your company’s culture and values. Ensure they are effectively communicated during the recruitment process to attract like-minded professionals. By addressing these areas, you can improve your chances of attracting and retaining the best CTO talent. #TechLeadership #CTOHiring #BusinessGrowth #TalentAcquisition

𝗧𝗵𝗲 𝟰 𝘄𝗮𝘆𝘀 𝗖𝗧𝗢𝘀 𝗮𝗿𝗲 𝗾𝘂𝗶𝗲𝘁𝗹𝘆 𝗿𝗲𝘃𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝗶𝘇𝗶𝗻𝗴 𝘁𝗲𝗰𝗵 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 (𝗮𝗻𝗱 𝗵𝗼𝘄 𝗶𝘁’s 𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝘁𝗵𝗲 𝗴𝗮𝗺𝗲 𝗳𝗼𝗿 𝘀𝘁𝗮𝗿𝘁𝘂𝗽𝘀) Let’s be real: finding top tech talent can feel like hunting for a needle in a haystack. You might wonder, “Is my CTO really key to recruitment?” It’s a valid question, but CTOs are quietly changing the game for startups. I’m Deryck, and with 50 years in tech, I’ve seen it all—from building software for iconic projects like Fresno Dam to leading international teams. I know firsthand the pain of bad hires, and I’m here to tell you, your CTO can change that. It’s exhausting to see your team struggle due to poor hires or stalled projects. You pour in time and resources, only to face setbacks. But what if your CTO could ease that load? CTOs today are more than tech experts—they’re crucial in recruitment. They use data, social media, and smart branding to attract top talent, making the hiring process more about strategic fit than just filling roles. Take it from me—I’ve led teams that built groundbreaking tech by getting creative with hiring. From hackathons to coding challenges, we attracted passionate talent who wanted more than just a paycheck—they wanted a challenge. The tech landscape is changing, and so should your approach to hiring. If you’re still stuck in outdated practices, you’re missing out on incredible talent. Ready to transform your recruitment strategy? Let’s work together to empower your CTO and attract the right talent. Schedule a free audit call today, and let’s set your company up for success. 𝗚𝗲𝘁 𝘆𝗼𝘂𝗿 𝗙𝗥𝗘𝗘 𝗮𝘂𝗱𝗶𝘁 𝗵𝗲𝗿𝗲 >>> 𝗵𝘁𝘁𝗽://𝗶𝗴𝗹𝗼𝗼𝗱𝗶𝗴𝗶𝘁𝗮𝗹𝗺𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴.𝗰𝗼𝗺/