Transformative Tech Leaders Don't Live On Job Boards...

Are You Looking For Transformative Tech Leaders On Job Boards?

In the fast‑moving world of technology and scale ups, securing the right leadership talent gives you a significant advantage over your competitors. Yet, believe it or not, there are many businesses that still rely heavily on job boards, careers pages and inbound applicants when searching for these transformative hires. The problem? The people who can be real game changers your business — CTOs, CROs, CPOs, CMOs, and similar, are almost never there.

So why not and how do you connect to them?

1. They’re Already Delivering Results

Top performers are doing the “day job” with heads down, driving growth and innovation in their current roles. They’re the ones who are scaling SaaS platforms, leading AI initiatives, or securing exponential growth. Online applications and CV are not even close to their to do list. These individuals have now need to seek out opportunities as their next move (or the right opportunity) tends to gravitate to them.

2. Discretion

These career savvy professionals know full well that broadcasting their job search could unnerve their current teams or investors, or customers (or all three). Their strong preference is to manage their careers and associated moves discreetly and quietly via their trusted networks and/or discreet conversations. All of this makes job boards unsuited to their needs.

3. They’re Passive, Not Active

For a very long time now, research has consistently shown that around 70% of the workforce is “passive” i.e. not actively looking for a new role but, most of them are career savvy enough to be open to a discovery call about an upcoming opportunity. However, that figure is even higher amongst those in leadership positions within the tech industry. Their ears are open, and their phone is turned on for those opportunities which align with their ambitions and career trajectory.

4. They Expect Relevant & Credible Opportunities

These strong performers do not respond to a generic job advert on a job board. They’re seeking conversations that reflect their achievements so far, that has a grasp on their career trajectory (and ambitions) so that the opportunity is aligned with what their next step might look like. These conversations just do not happen on a job board, they come through research calls and relationship‑building.

5. Candidate Research Finds Them, Not Job Board Adverts

This is where the power of candidate research comes in. In the process of mapping out markets, analysing competitors, and similar, it uncovers those professionals who are not visible on the job boards. Additionally, this research work has the ability to provide a substantial amount of background information so, that when an approach is made it is both relevant and credible which then brings those “passive candidates” into a live opportunity.

What’s The Bottom Line In All Of This?

If your hiring strategy for leadership and senior appointments is solely about being on job boards then without doubt, you are missing a trick or two. Those top performers that we spoke about at the beginning, you know, the ones who can scale your business, attract investment, and drive transformation…. they are most definitely out there, just happens that they’re not making online applications.

To reach them, you need more than a job posting. You need research, insight, and a proactive approach that goes beyond the visible market. That’s how you uncover the leaders who will shape the future of your business.