Executive Search in Technology
Hiring senior tech leadership starts with understanding what the company is becoming, what it needs to build, and the kind of person who can carry that forward.
Our executive search practice covers C-suite and VP-level technology roles, run by a dedicated team accountable from first conversation through the 90-day window. The engagement is paid for only when the executive signs.
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Hear from our clients
Tecla is organized and provides a strong partnership experience. From hiring multiple engineers within weeks to maintaining consistent communication and feedback, they've shown real professionalism. Their follow-up and collaboration made the entire staffing process efficient and enjoyable.
Kristen Marcoe
I’m very happy with Tecla. Their support has improved our QA process, reduced bug reports by half, and made our onboarding process twice as fast. The team is responsive, cost-effective, and delivers high-quality candidates on time. Tecla has truly become a trusted extension of our internal hiring team.
Meit Shah
It was a pleasure working with Tecla. Their team quickly understood our hiring needs and found candidates that matched our technical requirements perfectly. Communication was seamless, and they were always quick to respond and deliver results. Tecla’s attention to quality made the entire experience smooth and efficient.
Mayya Bozhilova
Tecla successfully found candidates for our team and handled the entire process from scheduling to interviews. They were timely, responsive, and always kept communication flowing through email and messaging apps. I was really impressed with Tecla’s follow-up and thoroughness throughout the process.
Jessica Warren
Tecla's business model and team set our company up with engineers that we have the real possibility of working with long-term and can grow with our business. Tecla came in highly recommended, and their pace from introduction to engagement to presenting candidates was very fast.
David Bradley
Internally, we're moving much faster than we were without the remote engineers Tecla recruited for us and we've been able to implement far more features. Once we brought on our first full-time designer in South America, it made the quality of our user interface, product, and marketing efforts increase substantially.
Drew Batshaw
When we started our recruiting initiatives for LATAM developers, it was crucial for us to rely on a company that could provide deep local expertise to help us identify the best software developers in Latin America. The teams at Tecla really go the extra mile to understand our needs, which is what has made our partnership so successful!
Douglas Santos
Built around the hire that holds
Tecla has been running senior tech recruiting across the Americas for 11 years. Our executive search practice draws from thousands of senior placements across that history.
Years of placements teach what no shortlist can. Knowing which kind of leader fits which kind of company, at which moment in its life, and how to spot when a strong resume on paper would not translate in practice.
Roles we place
The pool of senior tech leaders moving between companies in any given year is smaller than it looks. We've gotten to know who is in it, who is about to be, and who would say yes to the right opportunity.
Featured roles
Chief Technology Officer (CTO)
Technology strategy, architecture, and engineering leadership for companies scaling product and infrastructure across the US and Latin America.
VP of Engineering
Engineering execution, team scaling, and delivery leadership for product and platform organizations.
Chief AI Officer
AI strategy, model selection, and applied research leadership for companies building AI-native products.
Industries we serve
We place senior tech leaders across the industries that drive the US tech economy.
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SaaS & Enterprise
Fintech
AI & Machine Learning
HealthTech
Cybersecurity
E-commerce & Retail
EdTech
Logistics & Supply Chain
Energy Tech
Inside the engagement
A Tecla executive search runs as one engagement from briefing to long after the offer is signed. Six stages, with the last two designed to do what most retained firms leave to the client.
Discovery
We map the role, the team it joins, and the leadership profile that fits the company's market and stage.
Sourcing
We work the network beyond the open market, activating senior contacts who rarely sit on public channels.
Vetting
Technical depth, AI fluency, leadership track record, and cultural alignment, screened through a process refined over a decade.
Shortlist
First candidates presented within 3 to 5 business days. Full shortlist typically delivered inside the first two weeks.
Our engagement continues past signing. The next two stages are built into every search.
90-day window
If the placement does not work within 90 days, we replace the hire at no additional cost. A dedicated Account Manager stays close throughout.
Team buildout
The same network that delivered the executive can build the engineering team around them, through staff augmentation or a dedicated squad built to fit.
Built on close relationships
Most of what determines whether an executive search engagement works is who stays in the room after the kickoff call. We assign two dedicated people to the engagement and keep them in place from first conversation through long after the hire.
Account Manager
Owns the search until the hire signs. Understands the role, presents the candidates, and stays the same person from briefing through offer.
Success Manager
Owns the relationship after the hire. HR, compliance, onboarding, offboarding, and the day-to-day of the engagement past signing.
Three ways to pay for an executive search
The fee model says a lot about who the search firm is working for. Most are structured to close the deal. Ours is structured around the deal sticking. Here's how the three common approaches compare.
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Start a search
The same team from first call through the months after the hire. The same network across the Americas. The same standard, whenever the next search comes up.