The intelligent use of new technologies isn’t just central to your operations today, it’s essential to your future success. That’s why you need world-class tech leadership – to empower your organisation with the tech strategy it needs to thrive in a new era.

And that’s where we come in. We’re obsessed with connecting visionary tech leaders to companies where they can make a difference, in a role they’ll love.

Let us find the talent you need

Your future tech leader is probably not looking for a new role right now. That’s why we’ve built extensive super-networks and have forged rock-solid relationships across the world of tech.

What’s more, our connections are both local and global – so we’ll work to find and engage the right person to deliver for you locally, but we can lean into our global networks if the role demands more niche requirements or experience.

Whether you are looking for a leader with start-up experience to help you scale or a someone who’s worked at one of the Silicon 6, we know where to find them.

You can call us, or add your contact info and we’ll call you back.
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 A tech leader won’t be found simply by checking some boxes on a CV. You need someone who lives and breathes innovation and digital transformation. Someone with strategic vision, and the determination and drive to make that vision happen.

Someone who’s got the ability to motivate others to come on a digital transformation journey with them, and a proven track record to match. And of course, you need them to fit in with your culture. Competition for great tech leaders is fierce – but we’re already talking to the best people. 
Matěj Vondráček
IT Team Supervisor

Your tech leadership questions, answered

Is it hard to find great tech leaders right now?

In a word: yes! The massive surge in digital transformation projects and the increased recognition that the tech function needs a seat at the table of every organisation, means there is a lot of demand for great tech leaders.
That’s why our super networks are so crucial – we can use our relationships, connections and communities to find someone who is perfect for your role. Finding the right leader will take time and might require looking beyond borders.

So, what should I be looking for in tech leader when hiring?

Of course, technical knowledge and proven experience driving change is a must. However, the best tech leaders around all have other key attributes in common: excellent internal and external stakeholder management, strong communication skills and, crucially, the ability to craft a clear strategic vision coupled with the persuasive leadership skills to realise it.
More importantly, technology leaders need to have a view on the future. While we’re not sourcing fortune tellers, we are working with professionals who have an aptitude to analyse business and consumer trends, who can understand shifts in the marketplace and can help organisations lead from the front. No easy task, but an essential requirement of a technology leader today.

How can I assess tech leaders so I’m confident I make the right hiring decisions?

It’s all about multilevel assessments. Professionals should meet other members of the senior management team, undergo leadership, behavioural and technical assessments as necessary, and should also be assessed for cultural fit.
Essentially, the key is to involve a variety of stakeholders and have a really objective assessment process. On the other hand, this process shouldn’t take too long. It’s a fine balancing act, but we’re here to support you at every stage.

What salary should I expect to pay for a tech leader today?

Latest salary data and trends for Leadership experts can be found in Hays Salary Guide.

Aside from a good salary, what should I do to attract the best tech leaders to my organisation?

Get the salary at the right level and then make sure the overall package is competitive. A good suite of benefits is a nice to have and so is an exciting, inclusive workplace culture.
However, to really ‘clinch the deal’ with great tech talent, you need to stress the strategic objectives of the role and highlight that these objectives have buy-in throughout the organisation.
Take the time to let candidates know that your organisation has a ‘digital first’ ethos, and that this role is a real opportunity to drive the whole business forward.