Leadership.
Hire leaders who raise the bar.
CPOs, VPs of Engineering, CTOs, and Heads of Data for companies where the next leader changes the trajectory.
Roles we place
How the search runs
JD co-writing
We co-write the JD until it describes the person you actually need.
Sourcing
We reach out directly to proven people in our network and beyond, instead of waiting for applications.
Psychometric screen
Tests and culture mapping, included free. Fit is measured, not guessed.
Panels
Technical and cultural rounds with your stakeholders. High signal only.
Signed offer
We handle the offer and the close. You get a signed acceptance and a start date.
Why FPT
The senior layer is our strength
Our +15% team-satisfaction stat comes from senior searches. Leaders set the bar for everyone under them.
Confidential by default
Leadership searches run discreetly, on both sides. References and track records are verified before shortlists.
Stakeholder-aligned panels
We design the interview panel with your board or founders so the decision holds after the hire.
Questions founders ask
Do you run confidential replacement searches?
Yes. Confidential searches are common at the leadership level and we run them with strict discretion on both sides.
How long does a leadership search take?
Meaningfully faster than a classic retained firm. You meet a screened shortlist in weeks, not quarters, without skipping references or psychometrics.
Can you assess leaders for a specific stage transition?
Yes. Scaling from 10 to 50 engineers is a different job than 100 to 500. Stage fit is a core screening dimension in every leadership search.