List the decisions this person will own
Separate technical strategy, architecture, delivery, people management and hiring. Decide which responsibilities remain with the founder and which transfer to the new leader. A title without these boundaries can leave both sides with different expectations.
Describe the team as it is
Be clear about reporting lines, the experience of existing engineers and the immediate priorities. Explain whether the leader will spend most of their time writing code, developing managers or shaping technical direction. Avoid bundling several full-time roles into one brief.
Ask for specific leadership evidence
Explore a team the candidate developed, a difficult decision they made and the conditions behind the result. Ask what changed, who was involved and what they learned. Look for evidence that is relevant to your stage and context.
Align the interview team
Agree the assessment criteria before interviews begin. Give each interviewer a clear area to explore, then compare evidence against the mandate. A consistent process helps distinguish capability, working style and motivation without repeatedly assessing the same thing.
CTO or Head of Engineering?
Choose by the mandate rather than assuming a universal title definition. A CTO brief may centre on technical direction and company-level decisions; a Head of Engineering brief may put more emphasis on delivery, people and the engineering organisation. In a small startup these responsibilities can overlap. Decide what remains with the founder and what authority the new hire receives, then make the overlap explicit.
Test the mandate with the interview team
Ask each decision-maker to describe what this person will own. If the answers differ, resolve the brief before assessing candidates. Discuss technical strategy, hands-on delivery, managing managers, hiring and cross-functional decisions separately. A leadership search cannot resolve a disagreement about authority that the company has not acknowledged.
Check the compensation assumptions.
Our salary guide separates advertised pay, disclosed equity and bonus from planning estimates. Compare the role, location and company context before using a figure in a decision.
Explore the evidence and compensation plannerQuestions founders ask
Do we need a CTO or a Head of Engineering?
Start with the decisions and responsibilities the hire will own. Titles vary, so clarify technical strategy, delivery and people leadership before choosing one.
Can our technical leader still write code?
Yes, if hands-on work is part of the agreed mandate. Explain how it fits alongside management, hiring and technical direction.
Should a founding engineer become our CTO?
Assess the responsibilities required and the person’s interests and experience. A previous founding title does not automatically establish fit for every leadership responsibility.
What should we assess in interviews?
Explore relevant decisions, teams developed, trade-offs and lessons learned. Connect the evidence to the scope and conditions of your role.
Does Corellia recruit Heads of AI and Research?
Yes. Technical leadership coverage includes Heads of AI, ML and Research, alongside engineering leadership roles.
Who leads a Corellia search?
Every search is led by a senior specialist, from brief to start date.