Tech & AI headhunting
Direct search for specialised engineering, AI and data profiles who rarely respond to job ads.
For companies
Executive search for the roles you cannot afford to miss.
When a role is critical and the right people are not applying, we go and find them: direct approach, human qualification and a short list of candidates we have interviewed.
- Practices
- Tech & Engineering, Tech Business & Leadership
- Markets
- Switzerland, Luxembourg, Belgium, France, United States, Gulf
- Languages
- English, French
Services
Six ways we help you hire.
Executive search
Confidential search for senior technology and commercial leaders, including transformation and replacement mandates.
Direct talent search
We identify and approach passive candidates on your behalf, with a message built around your role.
Market mapping
A structured view of where target talent sits and how to reach it. Useful before opening a role, or when a search has stalled.
Candidate qualification
Human evaluation of skills, motivation and fit before any profile reaches your desk.
Qualified shortlist delivery
A concise, argued shortlist, ready to interview, followed through to offer and start date.
When to call us
Situations where direct search makes the difference.
- The role has been open for weeks and applications do not match
- The right people are employed, well paid and not looking
- The hire is confidential: a replacement, a new team, a market entry
- You need someone who combines rare skills, such as ML and a regulated domain
- You are hiring in a market where you have no network yet
- A business role where product and technical depth matter as much as sales skills
Two practices
Who we search for.
Tech & Engineering Talent
Artificial Intelligence / Machine Learning
Typical roles
ML engineers, applied scientists, MLOps and LLM engineers, AI product leads
Working together
A clear frame from the first call.
Scope
Each search starts with a written brief and an honest view on feasibility, timing and the market.
Terms
Engagement terms and fees are agreed in writing before the search starts, according to the role and its complexity.
Reporting
You see progress as it happens: market feedback, candidates approached, reasons for each shortlisted name.
Confidentiality
Your project, your company name and candidate information are shared only with the people who need them.
FAQ
Before you start a search.
How does tech executive search work?
It starts with a written search brief. We then map the companies and teams where suitable people work, approach them directly and discreetly, interview those who are interested, and present a short list with the reasoning behind each name. We stay involved through interviews and the offer.
What is the difference between headhunting and traditional recruitment?
A traditional agency mostly works from applications and existing databases. Executive search, or headhunting, starts from the market: we map where the right people work, approach them directly and qualify them before presenting anyone.
Do you work on a single role or on several?
Both. Most searches cover one critical role. When several related roles are open, for example when building a team, a shared market mapping saves time across all of them.
How long does a search take?
It depends on the role, the market and how specific the requirements are. After reading your brief, we give you a realistic estimate rather than a generic promise.
Can you help if we are not yet sure about the profile?
Yes. A market mapping or a short scoping conversation often clarifies which profile is realistic, at what level and in which market, before the search starts.
Tell us about the role you need to fill.
A short brief is enough to start. We will come back with a view on how to approach the search.