Invisible
The right people are already in a job, recognised and in demand. They don't answer job ads: you have to identify them, then go and get them.
Tech executive search
Hire a CTO, a VP Engineering or a Chief Engineer.
The tech leaders who shape what comes next do not apply. We approach them directly and in confidence, from software to the defence industry.
- CTO
- VP Engineering
- Head of Engineering
- Chief Engineer
- Technical Director
- Head of AI
- Head of Data
- Founding Engineer
- Staff AI Engineer
- Systems Architect
- CISO
Your contacts
Two people to talk to, in full confidence.
On every search, one of them works with you alongside a recruiter specialised in your sector. Under NDA if you wish.
CéciliaCOO & PartnerA recruiter at Bluecoders since 2020, now a partner. She runs our executive search and reads every request.
CarolineAccount Executive · Defence, Industry & HardwareShe leads executive searches in defence, aerospace and industry, including roles requiring security clearance.
The recruiters who run the search
They approach the candidates, meet them and assess them. Each has their own field. A few hires they have recently led.
Sarah Guerfi ↗Partner recruiterOur recruiter specialised in AI, data and engineering management, from Lead to Head of Engineering.
- ALPHA10XStaff Software Engineer, promoted to Head of Engineering within six months
- DentalMonitoringEngineering Manager
- Atelier des ChefsEngineering Manager
- NabooEngineering Manager
- PhysCadeAI R&D Lead, Senior Data Scientist / ML Engineer and Senior Python Software Engineer
- Streem EnergyProduct Builder
Martin Auroyer ↗Partner recruiterOur recruiter specialised in leadership roles and senior profiles, from aerospace to software.
- ConfidentialChief Engineer and Engineering Director (aerospace)
- Lagardère Travel RetailHead of the SAP competence centre
- AriaStaff Payment Engineer
- ShotgunStaff Engineer
- JokoStaff Software Engineer
- CertoFounding Engineer
Myriam Rachid Bonhomme ↗Partner recruiterOur recruiter specialised in leadership roles, technical and commercial, especially in defence.
- CRITCTO
- ConfidentialHead of Engineering (fintech venture studio)
- Cegelec DéfenseSales Director and Defence & Security Account Manager (cleared roles)
- CerbAirEngineering Manager C++
- FullEnrichFirst Lead Data Engineer and First Engineering Manager
Why a different approach
A tech leader is not hired like the rest of the team.
A job ad and a CV screen work for many roles. Not for this one, for four reasons.
Decisive
A CTO, a VP of Engineering or a first Chief Engineer commits the team, the product and the roadmap for years. A wrong hire costs far more than a delay.
Confidential
Replacing a leader, building a new engineering leadership, an unannounced project: the search is often run quietly, on the company's side as well as the candidate's.
More exposedIn the age of AI
In leaner teams, the leader decides what goes to agents, who reviews and who to hire next. Their weight on the outcome grows.
Our commitments
What you get, in black and white.
An executive search is partly paid upfront. You should know exactly what you receive, and when.
- The market map8 daysThe companies, teams and people that match the role.
- A report1 a weekThe people approached, their answers, and why we set some profiles aside.
- Executive searches per recruiter2 at mostSo they have the time to run yours.
- On every search2 peopleCécilia or Caroline, and a recruiter specialised in your sector.
- ConfidentialityNDA Signed before the first call if you wish. Your name is only revealed to qualified candidates.
- Trial period GuaranteeIf the candidate leaves during the trial period, we restart the search or refund you, under the terms of the contract.
Payment: a retainer at launch.
The role we recruit
We recruit a leader for the team they will build.
A CTO no longer just leads developers. They design an organisation with fewer levels, hybrid roles and agents. That is what we assess, on top of technical expertise.
- What they have already builtThe teams they set up, at what size, with which trade-offs.
- How they decideWhat they hand to AI, what they keep, how they organise review and evals.
- Who they will hire nextThe profiles they will attract, and that we can recruit with them.
Method
An executive search in five steps.
At every step you know where the search stands, and what you will receive.
- 01Week 1
Framing
We define the role with you: what the person will need to achieve, the level of leadership expected, the scope and a salary that is realistic for the market.
- 02Within 8 days
Mapping
We identify the companies and teams where the right profiles are, then the people, drawing on our network and targeted research.
- 03Weekly report
Confidential approach
We contact candidates directly, with no public job ad. Your company's name is only disclosed to qualified profiles, under NDA if needed.
- 04A CTO's view, if needed
Assessment
We assess technical expertise as much as leadership. If you wish, we put you in touch with a CTO from our network for an outside view and help assessing the candidates.
- 05Until the end of the trial
Follow-up
We support the negotiation, the candidate's resignation and onboarding, then check in with you during the probation period.
References
The leaders and experts we have recruited.
A selection of completed hires, grouped by type of role.
- Case studyTherapanacea
First Head of Data hire in a heavily regulated sector
Read the case study ↗ - Technical leadershipCTOAerix Systems
- Technical leadershipCTOCRIT France
- Technical leadershipCTOWingly
- Technical leadershipCTOLes Sherpas
- Technical leadershipVP of EngineeringZelty
- Technical leadershipVP of EngineeringPrestaShop
- Technical leadershipVP Cloud & Platform ArchitectOrnikar
- Technical leadershipCTOGroupe Le Figaro (Ticketac)
- Technical leadershipHead of DataTheraPanacea
- Technical leadershipChief EngineerConfidential, aerospace company
- Technical leadershipHead of SREGitGuardian
- Team managementMechatronics Design Office ManagerCegelec Défense
FAQ
Hiring a tech leader with Bluecoders.
What is tech executive search?
It is the direct, confidential headhunting of tech leaders and experts who are already in a job: CTOs, VPs or Heads of Engineering, Chief Engineers, technical directors, rare experts. These people don't answer job ads: you have to identify them, approach them with a specific project and assess their expertise as much as their leadership.
Do you recruit CTOs?
Yes. The title covers very different roles: a co-founder building a start-up's tech, or the leader of an engineering team already in place. We start by clarifying which one you need, because the profile, the pay and the way to approach candidates all change.
Should you hire a CTO or a VP of Engineering?
The CTO owns the technical vision and architecture choices; the VP of Engineering makes the team work: organisation, hiring, delivery. A start-up often looks for both in one person at first, then splits the roles as it grows. We help you define which one fits your stage.
Do you also recruit founding engineers?
Yes. A founding engineer writes code while laying the foundations of the architecture and the team: often the future CTO or VP of Engineering. We look for engineers who have already lived through a start-up's early days and help you build a credible offer, often with equity.
Do you recruit in defence and industry?
Yes. A dedicated unit recruits Chief Engineers, design office managers, industrialisation leads and systems architects, including for security-cleared environments, for defence, aerospace and industrial companies.
How is an executive search billed?
A retainer at launch. The amount depends on the role: we give it to you in writing after the first call.
Can the search stay confidential?
Yes. We approach candidates with no public job ad and only disclose your company's name to qualified profiles. We can sign a non-disclosure agreement before the first call.
What happens on the first call?
A 30-minute call with Cécilia or Caroline to understand the role, the context and the urgency. You leave with a view on whether the hire is feasible, whether or not you then work with us.
Contact
Let's talk about your executive hire.
Describe the role in a few words. Cécilia reads every request, then Cécilia or Caroline gets back to you to set up a 30-minute call. You leave with a view on feasibility, whether or not you then work with us.
