IT Executive Search for technology leaders who shape business results.
We help companies identify, engage and hire IT leaders who combine technical competence, leadership maturity and a grasp of business goals.
Trusted by
C-level & VP
CTO, CIO, CPO, VP Engineering and related leadership roles
Search
We reach leaders who are not actively looking for a job
Leadership
We assess leadership maturity and fit with the company culture
Confidentiality
A controlled, discreet way of approaching the market
When hiring a technology leader becomes a strategic decision
Hiring a technology leader is not simply about filling a position. It is about finding a person who fits the company’s stage of growth, not only the job description.
The right person can set the company’s technology direction, build an engineering culture, speed up transformation, bring order to delivery and tie IT decisions to business goals.
The wrong decision can slow transformation down, drive leadership turnover up, weaken the team and pull technology apart from company strategy.
What happens when the choice of technology leader turns out to be wrong
The company needs a CTO, CIO or VP Engineering
Risk for the client
The decision affects strategy, delivery, the team and competitiveness.
How GS Services helps
We define the leader profile and run the search against a specific business context.
Technology needs stronger ownership
Risk for the client
The team delivers tasks, but direction and priorities are missing.
How GS Services helps
We look for a leader who connects technology, product, people and business.
The company is scaling or going through a transformation
Risk for the client
The current leadership model may not fit the next stage of growth.
How GS Services helps
We assess experience in leading change, scaling and building teams.
The process has to stay confidential
Risk for the client
A public recruitment process can create internal or market risk.
How GS Services helps
We approach the market in a controlled, discreet way.
The best candidates are not actively looking for a job
Risk for the client
Standard job ads and classic recruitment will not be enough.
How GS Services helps
We approach selected passive candidates directly.
Is this role too important for a standard recruitment process?
Let’s define the leader profile, the business context and the approach strategy before we go out to the market.
What we assess beyond the CV
The Leadership & Organizational Fit Assessment adds five dimensions
to the picture a CV and a list of technologies can give.
The questions we answer
The assessment covers areas a CV does not show, yet they decide how effective a leader will be in a particular organization.
- Business awareness: does the candidate understand how technology decisions affect growth, cost, risk and the delivery of strategy?
- Change management: have they led a transformation, a scale-up, a restructuring or the optimization of a technology organization?
- Engineering culture: can they build teams, keep talent and grow a second line of leaders?
- Strategic clarity: can they translate business goals into technology priorities?
- Organizational fit: will they thrive in the company’s pace, maturity, ownership structure and culture?
How we run Executive Search step by step
The process does not start by going out to the market. It starts by establishing why the role is needed
and which business result it should support.
01.
Diagnosing the business context
We establish why the role is needed and which business result it should support.
02.
The leader profile
We build a profile that covers responsibilities, impact, leadership style and success criteria.
03.
Mapping the market
We identify the companies, the environments and the leaders that fit the context.
04.
Confidential outreach
We contact selected candidates discreetly and professionally.
05.
Assessment and shortlist
We assess leadership maturity, motivation, business understanding and culture fit. We coordinate the process, the feedback and the candidate experience.
06.
Offer and close
We support the negotiations, the shape of the offer and the final decision.
The leadership roles we search for
The scope covers C-level roles, engineering leadership, product and technology leadership, and specialized management functions.
C-level technology
- CTO
- CIO
- CPO
- Chief Data Officer
- CISO
Engineering leadership
- VP Engineering
- Head of Engineering
- Engineering Director
- Head of Platform
Product and technology leadership
- Head of Product
- Head of Technology Strategy
- Head of Digital
Specialist leadership
- Head of Data
- Head of AI
- Head of Cloud
- Head of Cybersecurity
- Head of Architecture
Not every role calls for Executive Search
When a company needs a standard specialist role, or several developer roles, IT Recruitment, Staff Augmentation or RPO will serve it better.
Need a confidential
approach to an IT leader?
We can discuss the role discreetly and help you decide whether Executive Search is the right model.
Confidentiality that protects both the client and the candidate
Executive Search często dotyczy ról, które nie powinny być komunikowane publicznie. Proces powinien być prowadzony dyskretnie, z kontrolą informacji i dbałością o doświadczenie osób, z którymi rozmawiamy.
Situations that call for discretion
- Replacing a leader in an existing structure
- A new stage of company growth
- Technology transformation
- A confidential strategic project
How we run the process
- We approach selected candidates discreetly
- A clear message about the role and its context
- Information kept under control at every stage
- Care for the experience of everyone in the process
Candidate experience in leadership roles
In leadership roles, candidate experience shapes not only how well the search works, but also how the company is seen in the market.
Frequently asked questions about Executive Search
Looking for a technology leader
who will move the company forward?
Let’s talk about the role, the business context and the leader profile before you take the process to the market.
