Service
Executive Search
Retained search for technology leaders and hard-to-find specialists.
Trusted by tech teams from start-ups to globally recognised brands
“Every candidate they sourced was an exact match, which saved us real time. More of a trusted partner now than a recruiter.”
Mark T. · Director of Engineering, HR-tech platform
Overview
Whether you’re hiring a new CTO, appointing a Head of Product, or searching for a technical specialist with a rare combination of skills and experience, some roles can’t be filled through standard recruitment. They need dedicated research, careful headhunting, and the time to build relationships with people who aren’t actively looking for their next move. That’s why every executive search is run by a single consultant whose only focus is your role.
Consortia specialises in technology executive search across Product, UX, Data and Engineering. We have recruited in these markets since 2010, building relationships with people throughout their careers. Our senior consultants lead each search, drawing on those relationships, market knowledge and research into the people relevant to your brief.
When to use executive search
- You need confidentiality. A succession plan, say, where only part of the leadership team knows a search is underway.
- You want advice, not just candidates. How the market looks, how competitors have shaped the role, the right skills mix and package.
- You’ve already tried. Direct hiring or your usual agencies haven’t delivered, and you need to reach further, fast.
It isn’t only for leadership roles. A retained search can also suit a mid-level hire whose skills are genuinely scarce, or someone who will shape a small team, such as a founding engineer.
We start by understanding the brief and the likely scale of the search, then agree together whether an exclusive or fully retained approach is the right way forward.
Ways to hire
Other ways to hire
Contract Recruitment
Day-rate and fixed-term specialists for projects, change programmes and interim cover.
Permanent Recruitment
Permanent hires for specialist and leadership roles across technology teams.
Fractional Leadership
Fractional leadership for growth, change and key priorities.
Executive search with Consortia
Our senior consultants run these searches themselves. Many of the people in our network first worked with us earlier in their careers, and that history is why we can reach people who aren’t actively looking and wouldn’t answer an advert.
When we work on an exclusive/ retained basis we will agree the brief and scope before approaching anyone. The upfront commitment secures our team’s time, so your search gets dedicated research, direct headhunting and attention from the first conversation through to onboarding. Candidates we approach stay exclusive to you until you decide not to take them forward.
Every search starts with the business, the team and what the role needs to deliver. From there we map the market, approach the right people and manage the process with care on both sides.
Where it helps, we can also bring in a fractional specialist who has done the job for years, something few search firms can offer. They might help shape the role, test the brief or sit on an interview panel. For a Director of Product Operations search, that could be an experienced product operations leader from our network. If you need cover while the search runs, a leader can step in on an interim basis through our Fractional Leadership service.
The work typically includes:
- Role scoping and market insight
- Talent mapping and competitor analysis
- Salary benchmarking
- Support through interviews, offers and onboarding
We use data and search tools to sharpen the work, but decisions about who we put forward stay human.
What our clients and candidates say
Swipe to read more reviews
“Working with Joe at Consortia has been an absolute pleasure - every candidate he has provided to us has been a home run and we can't wait to work with him again in future. Thank you very much, Consortia, and especially Joe who has been extremely dependable.”
Bob F.
VP of Engineering
“They have been a great search partner to me over the years. They critically understand the need and what will fit the business and ultimately delivered me great candidates across three different businesses which have ranged significantly in size and scale.”
Nick B.
CIO
“Ryan and Consortia are a delight to work with, very responsive and finely tuned to the needs of both the candidates and the business talent requirements. I'd highly recommend Ryan for senior product and tech hiring !”
Madhu N.
Interim Product & Growth Consultant
“Maiko my contact at Consortia exceeded expectations across all dimensions: her professionalism, communication, domain knowledge, timeliness throughout the whole process. I'll be happy to work with Maiko again.”
Rahel A.
Senior Director of Product Management
Customer Stories
How we've helped
Customer Stories
Trustpilot
Placing a senior growth product hire for Trustpilot
Trustpilot turned to Consortia for a senior growth product role. A sharper candidate profile and targeted headhunting landed a high-calibre hire.
Learn more
2:1
shortlist-to-interview ratio
Customer Stories
Receipt Bank
Placing a Head of Product for Receipt Bank's AI team
Consortia placed a Head of Product for Receipt Bank's AI team through a focused, headhunt-led search.
Learn more
Customer Stories
Domotz
Two senior product hires for Domotz across US time zones
Domotz needed two principal product hires from a narrow pool of direct competitors. Consortia hired both the Product Manager and the Product Designer.
Learn more
Market insights· Updated October 2026
Executive search insights
Executive search has a reputation for being slow. Much of that comes from traditional firms, where a long process was part of demonstrating the value of the work. A specialist who already knows the market can move faster: we know who the strong people are and have often worked with them before, so a credible shortlist can take weeks rather than months.
Many searches reach us after a business has tried to hire directly or through its usual agencies. The instinct is to widen the pool, and that’s part of the answer. But often the work starts by going back to the original need: why the role exists and what the person actually has to do. Briefs tend to narrow over time, picking up requirements that reflect the last hire or the loudest voice in the room rather than the job itself.
One US client hiring a leader in London had narrowed the brief to a very specific technical background. When we tested it, what the role really needed was strong leadership. The person they appointed came from an industry they hadn’t considered.
Finding the right person often means reframing the role, not just searching for it. A job description can list everything the role involves and still say nothing about why it is worth moving for. Someone settled in a senior position needs to see the opportunity, the story behind the business and what they would own.
It also helps to know how little of this market is visible. Most senior appointments happen through networks and direct approaches, never reaching an advert, so salary benchmarks built from advertised roles can mislead at this level. The figures we work from come from the conversations we’re already having, which is usually the only reliable view of what people at this level are actually being paid.
FAQs
Frequently asked questions
How is executive search different from permanent recruitment?
Executive search is retained and exclusive. We agree the brief and scope before approaching anyone, which gives us dedicated time for research and direct headhunting. A senior consultant runs the search personally. Most of the people we approach are not looking for a move, so the work depends on mapping the market and careful first conversations. For roles with a wider pool of suitable people, permanent recruitment is often the quicker route.
Is executive search only for C-suite roles?
No. We search for CTOs, CPOs and Chief Data Officers, and for VPs, Heads of and Directors across Product, UX, Data and Engineering. It can also suit roles below leadership level. Some technical specialists combine skills so rare that only a handful of people fit. When an advert or a standard search has already come up short, a retained search can be the more reliable route.
Can you search for a leader while the current one is still in post?
Yes. Confidential searches are a regular part of executive work, including succession planning. We agree with you how the role is described, what can be shared and when. Candidates are approached individually, and the business is only named once you are comfortable.
How long does an executive search take?
Senior searches take longer than most hires. Reaching the right people takes time, and so do the conversations that follow. Notice periods add to it, as senior leaders in the UK often have three months or more to serve. Plan the start date with that in mind, and agree interview stages before the search begins.
What will we hear from you while the search is running?
Regular updates on who we have approached, how they have responded and why. You will also hear what the market is telling us. If salary, location or the shape of the role is putting strong people off, we would rather say so early than let the search stall.
How do I start working with Consortia?
Clients can get in touch to discuss a brief, and candidates are welcome to register their interest. The quickest route is our contact page or a call to +44 203 397 4565, and one of our consultants will pick things up from there.
For candidates
Looking for a senior or specialist role?
We work with senior leaders and specialists across Product, UX, Data and Engineering, often discreetly. Tell us about your experience and what you are looking for next, and our consultants can talk through relevant opportunities in confidence.
For clients
Need help hiring?
Tell us the role and we'll come back inside a working day with the consultants who know the market.
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