Kessler is engaged by venture-backed scale-ups, private equity portfolio companies, and enterprise technology groups across the US and UK. Every search begins with thorough market mapping, competency analysis, and an honest conversation about what the role needs to achieve. We treat the first conversation as the most important one, because the questions asked at the outset shape every candidate decision that follows.
- Engineering leadership search from VP and Director through to Chief Technology Officer
- Product and design leadership across consumer, platform, and enterprise software
- Data, machine learning, and AI leadership for teams building at scale
- Interim and fractional technology leadership for companies in transition
- Full assessment, referencing, offer negotiation, and onboarding support
Search rooted in the market
Every mandate has a market. Our search work begins with reading that market carefully, then deciding which candidates to approach, attract, or develop. We study the talent landscape, compensation benchmarks, and competitor moves before a single name is presented, so that the finished shortlist feels inevitable rather than assembled.
Assessment that defines the hire
The difference between a filled seat and the right hire is found in the assessment. We evaluate technical depth, leadership track record, and cultural fit with the same rigour. How a leader builds a team, how they handle scale, the way they make decisions under pressure: these are the qualities that are felt every day, long after the offer has been signed.
A consultant you can speak to
The lead consultant runs every search from brief to placement. There are no handoffs to junior researchers once the mandate is signed. You speak to the person making the calls, and that continuity protects both the quality of the search and your time.
How a search unfolds
Our work moves through clear stages: briefing and market mapping, research and approach, assessment and shortlist, interviews and referencing, and offer and onboarding. At each stage we present research, candidate profiles, and market intelligence so that decisions are made with full understanding, never under pressure. You always know where the search stands, who is in play, and what it means for timing and cost.
Diversity as a starting point
Balanced, representative shortlists are built in from the first market map rather than added at the end. We map talent broadly, challenge narrow briefs, and present candidates on merit, producing leadership teams that are stronger because they are drawn from a wider field.
Working with the wider team
Search is a collaborative act. We coordinate with founders, boards, talent teams, and HR partners, and we manage the candidate relationship from first approach through to onboarding on your behalf. A well-run search is as much about clear communication with stakeholders as it is about the calibre of the shortlist itself.
