We help organizations hire enterprise technology and cybersecurity leaders, engineers, and specialists. Retained and engaged search. Evidence-led. Independent. Discreet.
Founded and led by current executives and operators in engineering, security, and technology who believe the diligence around senior technology hires should match the consequences of getting them wrong.
We assess candidates against the specific technical, operational, and commercial realities of your organization, not a generic template of what a leader or engineer should look like.
We confirm that the person interviewed is the person hired. Government ID and identity checks, live interview integrity controls against proxy or AI-assisted candidates, and validation of credentials and employment history.
Proprietary tooling synthesises technical output, published work, patents, and independent reputation. Every finding is interpreted and defended by a named partner.
A named partner leads every mandate end to end. We take on a deliberately small number of engagements each year so depth is never compromised.
Every engagement is built on the same four disciplines. Pricing tiers vary with scope and seniority, but the standard of work does not.
Every finalist is reviewed by experienced enterprise technology leaders, not coordinators or junior researchers. Judgment is assessed by peers who have held the seat.
Every submitted candidate arrives with a structured report covering technical capability, leadership, strengths, risks, AI-assisted insight, and an explicit executive recommendation.
Remote hiring has made candidate fraud a real risk. We verify identity at the start, protect the integrity of the interview itself, and validate credentials and employment history before a finalist reaches you.
We specialize in enterprise technology and cybersecurity, including identity, zero trust, cloud and infrastructure, security product development, and privacy and trust.
A structured study of the business, technical environment, culture and ideal candidate profile. The output is a written mandate that we and the client agree to hold ourselves to.
Candidates are sourced through executive networking, LinkedIn Recruiter, trusted referrals, and direct outreach. Public job advertising is included with retained searches.
Technical screening, leadership evaluation, and communication assessment, closed by an executive review with peers who have held comparable roles.
An executive summary, technical assessment, leadership evaluation, interview recommendations, strengths, and risks. Human and AI-assisted analysis combine into an overall candidate score.
A curated shortlist presented with significantly more context than a traditional recruiter provides. Enough substance to make a confident decision, not a longer list.
Offer negotiation, candidate communication, onboarding support, and structured follow-up. We remain engaged through the first months on the job.
A structured report drawing on technical output, leadership signal, and independent references. Reviewed and signed by a partner before it reaches the client.
A credible operator with proven incident leadership at scale. References corroborate a measured, low-drama style. Regulatory experience is well aligned with the client's EU footprint.
The finalists were substantively different from anything we had seen. The intelligence they produced was the standard we expect from our advisors, not our recruiters.
They understood our threat model within a week. The CISO they placed walked in with credibility on day one and has held it since.
Describe the role and the circumstances. A partner will respond within one business day, under NDA where preferred.