Technology Recruiters2024-02-07T11:32:36-05:00


Technology Recruiters

Securing talent remains a primary and prevalent challenge to startups and growth-stage companies.

TechCXO’s Human Capital professionals use innovative approaches to finding high-demand professionals.

Technology Recruiting Challenges and New Answers

Strategic and operational tech talent is in high demand and is a major recruiting, staffing and executive search challenge for startups and small to mid-size growth companies.

Searches for C-Suite executives like CTOs, CiSOs, and CFOs can take six months or more. The same is true for sales and marketing professionals like CROs, CMOs, and CSOs.

That can seem like an eternity to a bootstrapped organization that has limited funds and is pressed to quickly get a product or service to market.

Highly qualified tech executives and professionals can pick their preferred industry, location, and stage of company is in. Traditional compensation appeals can be less influential than who the founders are, company diversity, and whether its products and services are considered helpful or altruistic.

Technology recruiters must be able to both position and market the company effectively and match the motivations of prospects. Our shrewd technology recruiters understand that something that seems small may be much more important than base pay and bonuses.

What to Expect from TechCXO

For those companies in need of technology recruiting services, there are different options ranging from fully outsourced, turn-key project management to simple sourcing of posting and promoting job openings.

Our Innovative Recruiting Process

Week 1-2 Week 2 Week 3-4

Identify Needs

  • Meet to generate a prioritized list of job
    requirements including special qualifications,
    characteristics, experience and compensation
  • Understand the history of the role
  • Understand clients or vendors that would be off limits to recruit from.


  • We invest in recruiting tools that allow us to go out and find the right candidate for your position.
  • The tools we use will vary by search.
  • We will search down and communicate with candidates that are appropriate for the role and begin discussing the client opportunity with them.


  • In-person Interviews
  • Phone screen with member of the team or hiring manager for a second round
  • Additional meetings with Hiring manager and team interview. On-site or Google Hangouts
  • Applicant talent assessment
  • Hiring manager to assign one or more assessment/development test


  • Agree to the hiring process, steps, and
    communication channels to be used. The plan
    should include criteria for initial candidate
    screening, and interview teams
  • Create a job description (Hiring Manager)
  • The agreed-upon job requirements form the
    basis for the job description
  • Post and promote job openings (We use our
    extensive network to post and promote each
  • Begin sourcing and reaching out.

Applicant Screening/Phone Interview

  • The Recruiter will review all résumés/CVs and cover letters based on the criteria established in the planning step.
  • Unqualified candidates’ applications are withdrawn from the applicant pool.
  • Qualified candidates are informed of next steps beginning with a screening interview with Recruiter.
  • Recruiter to submit to client.
  • Client to deliver feedback to us – Feedback is a very important part of the search process and it will give us an opportunity to continuously tweak what we are searching for.


  • Team Yes/No Decisions
  • Background check
  • Job offer
  • Negotiation
  • Onboarding


is the average applicants-to-interview ratio. TechCXO significantly outperforms this average.
is the average offer acceptance rate. Our screening, matching and legwork provides a significantly better rate than average.
is the average first year turnover rate, though it varies by company and industry. Our new hire data is considerably better than average.

Client Results

Our Team

Maria Goldsholl
Maria GoldshollManaging Partner - Human Capital; Executive Committee Member
Catherine Malloy Cummings
Catherine Malloy CummingsPartner - Human Capital
Kerri Anthony
Kerri AnthonyPartner - Human Capital
Alex Wilharm
Alex WilharmDirector - Human Capital
Rebecca Dobson
Rebecca DobsonDirector - Human Capital
Meredith Ball
Meredith BallDirector - Human Capital
Joe Wickman
Joe WickmanCompensation Expert - Human Capital
Cindy Santander
Cindy SantanderRecruiter - Human Capital
 Jenn Levine
Jenn LevineRecruiter - Human Capital
Anna Beck
Anna BeckRecruiter - Human Capital
Lindsey Harris
Lindsey HarrisRecruiter - Human Capital
Allison Henderson
Allison HendersonRecruiter - Human Capital
Taylor Fulton
Taylor FultonRecruiter - Human Capital
Allison Ryan
Allison RyanRecruiter - Human Capital

Questions? Call or Email Us

Unfamiliar with how executives on demand works? We pioneered this unique model and are happy to guide you step by step. Schedule a call or send an email today to get started.

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