Senior technology leadership
for defined company needs.
WizMatch supports fractional, founding and full-time searches for CTO, VP Engineering and related technology-leadership roles. The company stage, leadership scope, commercials and assessment approach are discussed before sourcing begins.
Hiring your first technical leader is different
Wrong altitude
You hire a strong senior engineer expecting a leader — but writing code and owning architecture decisions are different skills.
Hard to vet if you're not technical
Without a technical co-founder, it's nearly impossible to tell a great CTO from someone who just interviews well.
Full-time is a big bet, early
Committing to a full-time CTO salary and equity before product-market fit is a real risk if the hire's wrong.
Senior leaders don't job-hunt
The people you actually want are heads-down running teams elsewhere, not browsing job boards.
Vetting a leader is different from vetting a coder
Recruiter-led checks cover relevant leadership experience, availability, expectations and interest. Architecture or judgment exercises are included only when an appropriate method and qualified assessor are agreed.
Requirement-led search
Company stage, leadership mandate and decision scope are confirmed before sourcing.
Relevant leadership experience
Prior team, architecture and delivery context are discussed against the role.
Stakeholder alignment
The candidate’s interest, expectations and communication context are clarified.
Conditional leadership assessment
Any scenario exercise is included only when its method and assessor are available.
Senior technical leadership, at the stage you need it
Full-time, fractional or contract. From your first technical hire to your first VP of Engineering.
Fractional / Interim CTO
Part-time senior technical leadership for pre-seed and seed-stage teams that need architecture and hiring judgment without a full-time cost.
Founding Engineer
A hands-on technical co-founder-level hire who can own the 0-to-1 build while helping you stand up an engineering team.
VP Engineering / Head of Tech
For teams past first traction — someone who can scale engineering process, hiring and delivery as headcount grows.
Technical Advisory & Architecture Review
A senior technical gut-check on roadmap, stack or hiring decisions — for founders who need a second opinion before committing to a full hire.
A leadership search, not a resume pile
Intake
We map your stage, technical gaps, architecture priorities and budget or equity range — so we search for the right altitude of leader, not just a title.
Source
Structured outreach against the confirmed leadership requirement.
Screen
Recruiter-led checks cover relevant experience and interest; any leadership or technical assessment is conditional.
Deliver
An interview-ready shortlist with our notes on strengths and gaps, whether you’re hiring fractional, contract or permanent.
A structured technology-leadership search
Leadership context before sourcing
Company stage, mandate, team context and decision scope are clarified first.
Recruiter-led baseline
Relevant experience, availability, expectations and interest are discussed consistently.
Conditional assessment
Any leadership or architecture exercise is included only when its method and assessor are agreed.
Coordination through joining
Interviews, feedback, offers and joining follow-up remain part of the process.
Tell us about the role
Share the requirement and we will review it before proposing next steps.
- ✓ No commitment to move forward
- ✓ Requirement, commercials and process discussed before sourcing
- ✓ Full-time or contract requirements
What founders ask us first
Ready to bring in senior technical leadership?
Book a free hiring audit. We’ll map the role — fractional, founding, or full-time — and send a realistic shortlist timeline. No obligation.
Discuss a Leadership Requirement