Executive Search in Tech: Why Speed and Network Matter More Than Ever

You’ve Found the One... And Then Lost Them

Imagine this: you’ve finally spotted a CTO who gets your product vision, can lead your team, and could genuinely transform your roadmap. You start imagining the impact on your product launch, your engineering culture, and even your revenue growth.

Then, just like that, they’re gone. Another company swoops in before you even blink.

Sound familiar?

Today, executive search in tech isn’t just about finding the right person, it’s about grabbing them before someone else does. Time and again, founders and people leaders tell us stories like:

“We’d narrowed in on a Chief Product Officer, only to watch them sign somewhere else. Again.”

The reality? According to recent statistics, in-demand candidates are often off the market in 10 days or less, juggling multiple offers. That means the window to secure the right candidate is smaller than most hiring processes allow.

At MRJ, our Executive Search team specialises in moving fast without cutting corners. By tapping into our network and tailoring outreach, we make sure you’re in front of the right candidates when it counts.

The Hidden Cost of Being Slow

Dragging out a senior tech hire isn’t just frustrating, it costs real momentum. Research shows that almost 40% of executive hires fail within 18 months, often because the process took too long or engagement slipped (Harvard Business Review, 2024).

Slow hiring impacts more than just your timeline:

• Top talent disappears: While you deliberate, someone else is closing the deal. Losing one key hire can derail product roadmaps and strategic initiatives.
• Your projects stall: Delays in leadership create bottlenecks. Teams don’t have the direction or authority needed to execute effectively.
• Your brand suffers: Candidates notice hesitation. If your process is drawn-out or inconsistent, it can signal indecision or weak leadership culture.

Some companies try to fix this with internal promotion pipelines or “post-and-pray” job ads. The problem is, the best leaders in tech often aren’t looking, they’re fully engaged in building products and scaling teams.

That’s why some clients pair our executive search services with Talent as a Service. This allows them to maintain a continuous pipeline of qualified senior candidates while keeping internal hiring teams focused on current priorities.

Why Networks Outperform Job Boards

Posting a job ad won’t get you a visionary CTO. The real leaders (those who’ve scaled teams, shipped products, and driven growth) aren’t scrolling job boards. They’re heads down, building something extraordinary.

That’s where networks make all the difference. Not just who you know, but who trusts you enough to take the call.  Harvard Business Review highlights that delayed executive hiring often leads to failure, reinforcing the importance of speed (HBR, 2024).

At MRJ, we've spent years building deep relationships with top leaders across  Product, UX and UI, and Engineering. This exclusive network allows us to tap into an exceptional talent pool, candidates who are often invisible to standard recruitment methods.

Consider this example: a fast-growing SaaS company needed a VP of Engineering. Using job boards, they struggled for months to generate serious interest. MRJ leveraged our network to approach candidates who weren’t actively looking. Within three weeks, we had a shortlist of three highly qualified individuals, all with prior leadership experience in scale-ups. Two months later, their chosen hire had already started transforming the development culture.

Inside MRJ’s 6 Step Approach

Speed and network come together in our 6-step process. While traditional search firms spend weeks “scoping” before outreach, we compress the timeline by leveraging what we already know - the talent landscape, who’s moved, and who’s ready for the next challenge.

1️⃣ Define the Role
Every successful search starts with alignment. We talk to everyone involved, from founders to hiring managers, to understand expectations, leadership style, and success metrics. We also review contracts and confirm compensation packages to ensure the opportunity is positioned clearly and competitively.

2️⃣ Set the Strategy
Before we move, we define what winning looks like. We identify the ideal candidate pool, set measurable standards for evaluation, and build a model candidate profile to benchmark others against. This makes the process faster and more focused from day one.

3️⃣ Proactive Candidate Search
Rather than waiting for candidates to apply, our team dives into the market. We leverage our network and deep sector knowledge across Software Recruitment, Python Recruitment, and other specialist areas to create a pool of qualified, engaged leaders.

4️⃣ In-Depth Candidate Screening
Each shortlisted leader undergoes detailed, competency-based interviews designed to uncover not just experience, but mindset and cultural fit. We carry out informal referencing and score candidates across a bespoke competency framework, ensuring every finalist aligns with the organisation’s mission and growth goals.

5️⃣ Final Selection
We guide clients through structured interviews, gather feedback in real-time, and facilitate data-driven selection decisions. Every candidate receives transparent communication throughout, reinforcing both professionalism and employer brand reputation.

6️⃣ Decide
In the final stage, we help our clients analyse interview feedback, validate references, and make confident hiring decisions. From offer management to onboarding support, we keep the process seamless - ensuring the chosen leader transitions smoothly and hits the ground running.

The result? Senior hires delivered to our clients weeks quicker than the industry average.

Practical Lessons for Tech Leaders

There’s a lot you can do internally to make your executive search faster and more effective:

1. Pre-align your hiring team: Ensure decision-makers are ready to act when the shortlist is presented.
2. Prioritise relationship-building: Engage potential candidates early, even if there isn’t an immediate role.
3. Use specialised recruitment partners: Experienced executive search teams like MRJ give you both speed and network access.
4. Focus on outcomes, not just titles: Understand the business problem a hire is solving, not just their past roles.

These approaches aren’t theory, they’re what consistently enables our clients to secure high-impact leaders before competitors do.

Learn more about Digital roles in tech and how specialised searches can fill hard-to-find positions.

The Future of Executive Search in Tech

The next era of executive search in tech won’t reward the biggest databases, it rewards the fastest, most connected, and smartest approach.

AI and data analytics now help identify potential candidates early, but human connection remains critical. Leaders make decisions based on culture, mission, and trust — not algorithms.

We’re seeing a shift toward:

• Data-led targeting: Predictive insights help find leaders before they hit the market.
• Human-led engagement: Conversations focused on vision, culture, and long-term impact keep candidates interested.
• Process agility: Shortlisting, feedback, and offers executed in days, not weeks.

At MRJ, this philosophy underpins every search we conduct. Our network, expertise, and process combine to secure the leaders your business needs, often in under 15 days.

Looking for Executive Search in Tech That Actually Moves?

If you want a leadership search that’s fast, connected, and tailored, MRJ is here to help.

Our network spans top talent in SaaS, FinTech, AI, and HealthTech. Whether it’s a CTO, CPO, or Head of Data, we can deliver game-changing leaders quickly and confidentially.

Start by exploring our Executive Search service, or reach out via our Contact Us page to start a tailored conversation today.