A Head of Technology search run on almost no information.
It started with a phone call and a meeting at City Airport, and almost nothing else to work with.
The call
A highly successful founder rang the office and asked whether we could find a Head of Technology for a new venture. Of course, we said — tell us about the project. A pause. He couldn't discuss it on the phone. He would be in London the following day; could we meet him at City Airport?
At that point it felt less like an executive search brief and more like a spy novel. But curiosity won, and we went.
The challenge
Over coffee in the arrivals lounge the picture got clearer — but only just. A serial technology entrepreneur who had made his fortune in the US. Backed before by major New York investors, who wanted in again. And a new venture sitting close enough to his previous successes that the rules were absolute:
- No company name
- No industry details
- No reference to past successes
And yet he needed a Head of Technology capable of rebuilding a legacy platform from the ground up — new architecture, new roadmap, new team. Imagine asking senior technologists to consider a role where you can't tell them the story.
That is where real search work begins.
The search
We built a campaign around the only things we were allowed to sell: trust, credibility and a carefully constructed narrative. Impact, not logos. It wasn't easy. It was never meant to be.
Within three weeks the client interviewed three rigorously screened candidates from our process, and made an offer to one. They started the following month.
Beyond the Head of Technology
The relationship didn't stop there. Alongside the new Head of Technology we built out the engineering function — front-end, full-stack and QA. Momentum grew quickly. Then came the call we didn't expect: could we also help find a Head of Finance? It isn't our usual lane, but when a client trusts you, you step up. Two weeks later, another successful offer.
Two critical leadership hires. One confidential brief. Zero margin for error.
What stays with us isn't the secrecy. It's the reminder that great hiring isn't about job specs. It's about judgement, trust, and the ability to see potential long before the full picture is visible.
“I have over 20 years' experience with successful global venture backed technology start-ups. One of these was UK based and Edison Hill Search were engaged to source two senior appointments in particular. Warren Beazley and his team handled the search and as a result we hired a Head Of Technology & Head Of Finance, both of whom proved suitable and highly successful in their roles. I found Warren to be a good listener and thorough. While he understood the urgency of our search he demonstrated a necessary level of patience in sourcing the correct fit. I confidently recommend Warren to any business, and in particular to any start up.”
A search you can’t talk about?
Those are the ones we tend to enjoy. Fifteen confidential minutes.