The problem
Why this is harder than it looks
Engineering leadership searches are harder than IC searches for three reasons. The talent pool is genuinely smaller - there are far fewer engineering managers with the specific combination of technical credibility, delivery track record, and people skills your role requires. The assessment is harder - technical interviews do not translate directly to evaluating management capability. And the stakes are higher - a wrong-fit engineering manager affects every engineer on the team.
Most generalist recruiters approach engineering leadership roles the same way they approach IC roles: keyword search, database pull, volume submission. That does not work at this level. Engineering leaders need to be found through direct relationship and assessed through structured conversation.
Our approach
How we deliver this service
For engineering leadership searches, we run a more intensive intake process than for IC searches. Understanding the team structure, the current engineering culture, the delivery challenges, and the relationship between engineering and product is essential before we can specify the right candidate profile. We typically spend 45-60 minutes in the intake call for leadership searches.
Our sourcing for leadership roles prioritises direct network introductions over database search. The best engineering managers in Australia know each other. Our network includes current and former engineering managers, VPs, and heads of engineering at Australian scale-ups who refer candidates they respect. We supplement this with targeted outreach to candidates we identify independently. Assessment includes technical depth validation, management philosophy discussion, and reference calls with previous direct reports - with the candidate's agreement - before submission.
Track record
Recent placements
Product Manager | HealthTech Company
A health technology business required a product manager to lead roadmap planning and stakeholder engagement across multiple product streams. The successful hire brought experience from another fast-growth technology company and accepted the offer within ten days of the final interview. Salary $140,000 plus super.
Additional engineering leadership placements available on request - we share specifics on intake calls rather than publishing them publicly.
Common questions
FAQ
What level of engineering leadership do you recruit?
Engineering managers (single team, 5-10 reports) through heads of engineering and VP engineering. We also recruit for technically-oriented CTO roles at early-stage companies where the right candidate is a strong engineering manager rather than a pure executive.
How long does an engineering leadership search take?
Our target is a shortlist within 10-15 business days for leadership searches. The pool is smaller and the assessment process is more thorough than for IC roles. We set this expectation upfront and update you weekly.
Do you do retained or contingency for leadership roles?
Retained only for engineering leadership searches. A partial retainer covers the search costs and ensures we can dedicate the headhunt time these searches require. The remainder is due on placement.
What does your leadership assessment cover?
Technical depth (enough to earn credibility with a senior engineering team), management philosophy and style, delivery track record with specifics, hiring and team-building experience, and cross-functional stakeholder management. We assess through structured conversation rather than a formal assessment centre.
Ready to start?
Book a 30-minute intake call and we will discuss whether this service is right for your current needs.
Book an intake call