Solutions

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.

HIRE A HUMAN CAPITAL EXPERT

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.

Recruiting Project Planning

More strategic in nature, skilled recruiters can do much of the upfront thinking and planning for bringing on new employees. This would include collaborating with clients to identify hiring needs and requirements, and establishing plans to agree on process, steps and communication methods.

Network Recruiting

Effective recruiters have a list of people and organizations they can leverage nationwide. They may be people they are pursuing or have pursued and placed in the past, and/or it may be a custom database of contacts. The strength of this network recruiting to promote positions and find people outside of job boards and posting platforms is one of the key differentiators between average recruiters and highly effective recruiters.

Project Management

A full project management solution includes a full spectrum of services that begin . This would include all the logistics around scheduling interviews. It would also include creation of offer letters, background checks and completing the actual hiring of the executive or professional. In addition, a recruiting company can even manage the first day of work and onboarding for new employees.

Pipeline, Status Reports & Applicant Tracking

For those companies pressed to hire quickly,our recruiters provide a dashboard of how recruiting efforts are proceeding. This includes a weekly pipeline and status report on interviews, prospects in process, screening, and offers. TechCXO Recruiters serve a valuable administrative and organizational function to sift and sort candidates.

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.	Recruiting 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.	Interviews 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
Plan 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 opening) 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.	Decisions Team Yes/No Decisions Background check Job offer Negotiation Onboarding

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.

Recruiting

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.

Interviews

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

Plan

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
opening)
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.

Decisions

Team Yes/No Decisions
Background check
Job offer
Negotiation
Onboarding

Impact

0%

is the average applicants-to-interview ratio. TechCXO significantly outperforms this average.

0%

is the average offer acceptance rate. Our screening, matching and legwork provides a significantly better rate than average.

0%

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

See More Client Results

Our Team

Maria GoldshollManaging Partner - Human Capital; Executive Committee Member

Catherine Malloy CummingsPartner - Human Capital

Kerri AnthonyPartner - Human Capital

Alex WilharmDirector - Human Capital

Rebecca DobsonDirector - Human Capital

Meredith BallDirector - Human Capital

Joe WickmanCompensation Expert - Human Capital

Cindy SantanderRecruiter - Human Capital

Jenn LevineRecruiter - Human Capital

Anna BeckRecruiter - Human Capital

Lindsey HarrisRecruiter - Human Capital

Allison HendersonRecruiter - Human Capital

Taylor FultonRecruiter - Human Capital

Allison RyanRecruiter - Human Capital

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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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