For high-growth technology firms, a trusted executive search partner has a demonstrable record in your specific market. We are a partner-led firm built for this decision, focusing on technology leadership for VC and PE-backed companies. Our approach combines deep domain expertise in SaaS, DeepTech, and Consumer tech with our research engine, Topliner, to map the entire market. This delivers leaders who can execute against ambitious growth and exit strategies.
How we build trust in high-stakes leadership hiring
Trust in executive search is earned through a transparent process and a record of placing leaders who deliver measurable results. For us, this begins with accountability. Our partners lead every executive search personally, from the initial briefing to the final offer negotiation.
This direct ownership ensures the person who understands your strategic context is the one assessing candidates. This model is a core reason why 88% of our work since 2015 comes from clients who have hired us before. It builds a foundation of consistency and shared understanding.
This trust is reinforced by a process designed for clarity. We provide an unvarnished view of the market, informed by data from our research engine, Topliner, and our consultants' deep specialisation. We believe in saying things as they are, whether it's about compensation benchmarks, the available talent pool, or the attractiveness of an opportunity.
This direct communication prevents surprises and allows for quick calibration of the executive search. It moves the relationship from a service provider to a strategic partner who is aligned with the long-term health of the business.
Ultimately, trust is validated by outcomes. The quality of the leaders we place and their long-term success is the final measure of our work. We track our performance through a Net Promoter Score, which we have sustained at 85 for over three years.
This score reflects the entire experience, from the quality of the shortlist to the smoothness of the process and the impact of the new hire. It is the result of a system where every part, from our six-person research team to our five-person talent operations team, is focused on de-risking a critical decision for our clients.
Adapting the executive search process for VC- and PE-backed companies
The executive search process must be tailored to the distinct operating models and goals of venture capital and private equity investors. For VC-backed scale-ups, the brief often involves building a function from scratch. We might be looking for a first Chief Revenue Officer to create a go-to-market motion or a VP of Engineering to scale a product from ten thousand to ten million users.
The focus is on finding leaders with an entrepreneurial mindset who can build teams and processes in a fast-paced, often ambiguous environment. We have supported 21 companies through this journey to unicorn status, placing many of their foundational senior hires.
In contrast, executive hiring for PE-backed portfolio companies is structured around a defined value creation plan and a clear timeline toward an exit. These executive search assignments target leaders who bring investor-grade discipline and experience in executing a specific strategy, such as a buy-and-build or a market consolidation play. The ideal candidate has a proven ability to drive margin expansion, manage a P&L with rigour, and report to a board of experienced operators. Our experience includes over 100 placements into private equity-backed companies, giving us a deep understanding of the competencies required to deliver against an investment thesis.
While both investor types need exceptional leaders, the assessment criteria differ. For a VC-backed role, we test for adaptability and the ability to innovate from a low base. For a PE-backed role, we prioritise experience in structured, metrics-driven environments and a history of successful exits.
The referencing process reflects this; for the VC candidate, we speak to people who saw them build something from nothing. For the PE candidate, we speak to former board members and investors who can attest to their ability to execute a plan and deliver a return.
The mechanics of our partner-led executive search model
A partner-led executive search model means the consultant with the deepest market knowledge manages the process directly. At our firm, the partner a founder or investor briefs is the same person who personally engages and assesses candidates, manages referencing, and leads the closing negotiations. This structure provides continuity and ensures that the strategic nuances of the brief are not lost in translation to a junior team. This hands-on approach is fundamental to our methodology and ensures accountability is maintained from start to finish.
The practical benefit for a high-growth company is precision and speed. A partner who is a domain expert in a field like SaaS or DeepTech can immediately grasp the complexities of a brief and calibrate the executive search with authority. They are not learning a new market on a client's time.
This expertise allows them to engage with senior candidates as a peer, articulating the opportunity with a credibility that attracts leaders who are already successful in their current roles. The partner’s direct involvement ensures the company's story is told accurately and persuasively.
Accountability is the foundation of this model. The partner's success is tied directly to a successful placement. This structure creates a collaborative and transparent relationship with our clients.
Founders should expect candid advice on role design, direct feedback on market realities, and a willingness to address difficult topics like compensation or candidate expectations. This is how we ensure alignment and is a significant factor in our sustained Net Promoter Score of 85. It transforms the executive search from a transaction into a strategic partnership focused on a successful long-term hire.
Using technology to improve executive search quality
Technology brings systematic rigour and complete market coverage to the craft of executive search. Our approach is built on our research engine, Topliner, which maps and scores every potential executive relevant to a brief before our consultants begin their outreach. This system creates a data-driven foundation for every executive search, moving beyond the limitations of a personal network or a static database.
It ensures we capture the entire market, including high-potential leaders who may not be visible through traditional methods. This systematic mapping is the first step in every executive search we conduct.
The purpose of this technology is to enhance human judgment, not to replace it. By handling the large-scale data analysis of the market, Topliner frees our consultants to focus on the highest-value activities: nuanced candidate assessment, deep referencing, and strategic counsel. It allows our team to spend their time on the qualitative aspects of the executive search that technology cannot replicate, such as evaluating cultural fit, assessing leadership potential under pressure, and managing complex offer negotiations. Topliner provides the science; our consultants provide the craft.
This blend of technology and human expertise translates directly to better outcomes. It provides a more complete picture of the available talent pool, reducing the risk of missing the ideal candidate. It also increases the speed of the process.
For one client, a leading data and business intelligence platform, we filled a high-priority senior leadership position in less than three months from kick-off to signing. By structuring the initial phase of the executive search around data, we move to a high-quality shortlist faster and with greater confidence.
Our place among technology executive search specialists
The market for technology executive search includes several types of firms. Large, multi-practice firms like Korn Ferry and Spencer Stuart offer global reach and have established technology practices, but their scale can mean less partner-level attention for high-growth clients. At the other end, specialist boutique firms like Riviera Partners and Daversa have built strong reputations within the US venture capital community, offering deep network access within that specific market. Each model presents a trade-off between global scale and niche focus.
Our position in this market is specific. We are a partner-led firm with a focus across Europe and the US, serving both VC-backed and PE-backed technology companies. Our specialisation is organised into dedicated practices for SaaS, DeepTech, and Consumer technology.
This structure allows us to go deeper into our chosen markets than a generalist tech practice can. We operate with the market-specific network of a boutique but support it with our research engine, Topliner, which provides the thorough market mapping of a much larger firm.
This model is designed to resolve the trade-offs. Clients get the direct, senior attention and deep domain knowledge of a partner who has spent years in their specific vertical. They also get the confidence that comes from a data-driven process that maps the entire addressable talent pool, not just a consultant's personal contacts.
This combination is built to deliver the precision and speed required by high-growth investors and founders who cannot afford a mis-hire. It provides the focus of a specialist with the rigour of a systematic process.
Assessing for fit in a high-growth environment
Assessing a candidate's fit for a high-growth technology firm goes beyond verifying their functional skills. We evaluate their capacity to perform in an environment defined by rapid change, ambiguity, and intense pressure to execute. This involves a structured assessment of resilience, adaptability, and decision-making under uncertainty.
We look for concrete examples of how they have built teams or products from a low base and how they have responded to strategic setbacks. Our goal is to identify leaders who have actively built successful systems.
For VC-backed scale-ups, the assessment prioritises an individual's ability to shift from high-level strategy to hands-on execution. We probe for an 'owner's mindset' through situational interviews that present real-world challenges relevant to the company's stage. References are critical; we conduct them with individuals who have seen the candidate perform in similarly unstructured settings. We are looking for the 'builders' who create order from chaos and can scale a function from one to one hundred people.
For PE-backed portfolio companies, the assessment framework shifts to include competencies related to 'exit readiness'. We assess for financial acumen, operational rigour, and experience with the cadence of investor-grade reporting. Candidates are evaluated on their track record of executing against a clear plan and driving measurable improvements in profitability.
We look for experience in M&A integration if it is part of a buy-and-build thesis. Having placed over 100 leaders into PE-backed firms, we have a deep benchmark for what 'good' looks like in this specific context, allowing us to assess candidates against a proven set of criteria for success.
Our role after the offer is accepted
Our engagement continues well beyond the point of a contract being signed. We consider an executive search successful only when the placed leader is fully integrated and delivering against their objectives. After an offer is accepted, our role is to support a smooth and effective onboarding, a period that sets the tone for an executive's tenure.
This support is a standard part of our process and a key reason why clients return to us. We work to facilitate alignment between the new leader, the CEO, and the board, ensuring expectations are clear on all sides from day one.
This support involves structured check-ins at the 30, 60, and 90-day marks to address emerging challenges and facilitate communication. We serve as a confidential sounding board for the new executive as they navigate the organisation and for the client as they integrate their new leader. For example, the 30-day check-in focuses on initial impressions and clarifying the 90-day plan.
The 60-day meeting addresses team dynamics and stakeholder relationships. The 90-day review assesses progress against initial goals and identifies any barriers to success. The goal is to de-risk the hire and accelerate the new leader's time to value.
This long-term partnership approach is fundamental to our philosophy. We are invested in the successful outcome of the hire, not just the placement fee. This commitment is why 88% of our work since 2015 has come from clients who have engaged us previously. As Francesco Sciortino, CEO of Proxima Fusion, said of our work together, “I’m very happy with the outcome of the executive search, that’s what I’d call a slam dunk!”
The importance of deep specialisation in a tech vertical
Deep specialisation in a technology vertical enables an executive search partner to deliver insight and speed that a generalist cannot match. An executive search for a commercial leader in a horizontal SaaS company is different from one for a hardware leader in a capital-intensive deeptech business. A specialised consultant understands these nuances instinctively.
They know the market, speak the language, and have a network of relationships built over years. This allows them to quickly identify and engage the most relevant candidates, often before a role is widely known.
Our practice structure is built on this principle. We have dedicated teams for SaaS, DeepTech, and Consumer technology. A consultant in our DeepTech practice, for example, understands the challenge of finding a commercial leader for a company emerging from a scientific environment and knows how to assess for the rare combination of technical credibility and go-to-market expertise.
This is a different skill set from finding a CRO for a Series C SaaS business, which is the focus of our SaaS practice. Similarly, our Consumer practice head understands the growth and product leadership profiles unique to marketplaces and D2C brands.
This specialisation benefits the client through more insightful counsel. A practice head can advise on role design and compensation based on what they have seen work in dozens of similar companies. They provide a credible view of how an opportunity will be perceived by the market and what it will take to attract top talent. As one client noted, this results in a "fresher, more modern approach, and not a single bad candidate." This is the direct result of specialisation, where deep market knowledge translates into a more effective and efficient executive hiring process.
The markers of a successful long-term leadership hire
A successful long-term leadership hiring decision is measured by the executive's sustained impact on the company's strategic goals. This extends beyond meeting initial objectives; it is about the leader's ability to scale with the business, build a high-performing team, and contribute to the company's strategy. For a venture-backed company, this might mean guiding the business through multiple funding rounds. For a PE-backed company, it means delivering on the value creation plan and steering the business to a successful exit.
Our process is designed to identify these attributes. Having placed over 1,000 executives since 2015, we have developed a clear understanding of the traits that correlate with long-term success in high-growth environments. These include resilience, strategic agility, and the ability to build sound systems and teams.
Our assessment process is geared towards identifying these foundational traits, not just functional competencies. We are looking for leaders who can solve today's problems while building the capacity to tackle tomorrow's challenges.
The success of our placements at 21 companies that went on to become unicorns, five of which are now decacorns, provides evidence for this approach. These were not short-term hires; they were foundational leaders who grew with their companies and played a central role in their success. A successful hire becomes an integral part of the company, shaping its culture and driving its performance over many years. Our commitment to the outcome, including our support during the onboarding phase, is aimed at securing this enduring impact.
Frequently Asked Questions
What is your experience with private equity-backed companies? We have extensive experience working with private equity funds and their portfolio companies. Since 2015, we have placed over 100 leaders into PE-backed technology businesses, focusing on roles that are essential to executing a value creation plan and preparing for a successful exit. These executive search assignments often require leaders with specific skills in professionalising operations, M&A integration for buy-and-build strategies, and investor-grade financial management.
How long does a typical executive search take? While every executive search is unique, our process is built for speed and precision. For one client, a leading business intelligence platform, we filled a high-priority senior leadership position in less than three months from the initial kick-off to the candidate signing the contract. This pace is achievable because our partner-led model and technology platform allow us to map the market and engage with top candidates efficiently.
Who from The Big Search is involved in the process? Every executive search is led by one of our partners, who remains the central point of contact from start to finish. They are supported by a dedicated team that you may not see directly. This includes a research and market intelligence team of six specialists who conduct the initial market mapping, and a talent operations team of five who manage the complex logistics of the executive search process. This well-orchestrated operation ensures a high-quality, efficient delivery.
Do you work with early-stage, venture-backed startups? Yes, we frequently partner with founders and VCs from the earliest stages of a company's growth. We have supported 21 companies that grew to become unicorns, often placing their first leadership hires who were instrumental in building the foundations for scale. We understand the unique challenges of hiring the first non-founding executives and building out the initial leadership team.
What makes your approach different from larger, traditional executive search firms? Our model combines the deep vertical specialisation of a boutique with the thorough market coverage of a larger firm. Unlike traditional firms where execution may be delegated, our partners lead every executive search personally. This, combined with our research engine, Topliner, ensures accountability, speed, and a process grounded in data. Our sustained Net Promoter Score of 85 and the fact that 88% of our work comes from repeat clients speaks to the effectiveness of this partner-led approach.