Long gone are the days of unlimited budgets and the “hire fast, scale faster” mentality. In 2025, we’ve been operating in an environment where funding is cautious, candidate pools are deeper, and the candidate bar has never been higher. Every executive hire must directly impact revenue, go-to-market success, or product delivery; there’s no room for passengers.
For founders, VCs, and HR leaders navigating this new reality, one question keeps surfacing: How do executive recruiters actually source the very best talent?
The answer isn’t what it was five years ago, and it’s certainly not what most people assume.
The Direct Answer: How We Really Find Top Talent
Executive recruiters find top tech talent by combining data-driven sourcing, AI-enabled outreach, and trusted human networks focused on outcomes, not volume.
Here’s how our process actually works:
- Deep discovery with founders to define outcomes and role scope beyond generic job descriptions
- Proactive outreach to passive candidates – 90%+ of executive hires come this way, not from inbound applicants
- AI and data tools to surface hidden talent pools and predict candidate readiness
- Assessment beyond resumes by evaluating proven outcomes, shipped products, and scaled revenue
- Leveraging global networks built over years of recruiting relationships and market intelligence
The Process of Modern Executive Recruiters
Today’s successful companies are playing the outcomes-first grind, where every hire must be defensible to boards and investors. Roles are increasingly blended; a VP of Product might also own product marketing, or a VP of Sales might lead BD until the next funding round.
This shift has rendered traditional hiring methods ineffective at the executive level. Job postings attract the wrong candidates, while the best talent for that specific role may still be employed, performing well, and not browsing job boards.
To consistently deliver leaders who drive impact from day one, we’ve built a five-step search process that ensures every hire aligns with stage, strategy, and goals.
Step 1: Defining the Real Role With Founders
Before we source a single candidate, we start with a deep discovery session with founders and key stakeholders. The question isn’t “What title do you need?” but rather understanding the scope, scale, business objectives, and the problem the hire will be tasked with solving.
We translate vague requests like “we need a VP of Product” into specific scope, outcomes, and success metrics. For example, we distinguish between:
- A first product manager who needs to build process from scratch and wear multiple hats
- A scaling CPO who must build teams, implement systems, and manage a growing product portfolio
- A turnaround leader who needs to assess, restructure, and redirect product strategy
This clarity completely changes who we target and how we position the opportunity.
Step 2: Sourcing Beyond the Obvious
Job postings don’t work for senior tech talent. The executives you want aren’t applying to job ads, they’re building products, scaling teams, and driving revenue at their current companies.
Retained recruiters proactively source 100+ candidates per role through a strategic mix of:
Passive candidates at top-performing competitors who understand your market dynamics and customer challenges. These leaders have proven they can execute in similar environments.
Adjacent sector talent from AI, fintech, martech, or other high-growth verticals when we’re optimizing for transferable skills like organizational building, customer development, or technical leadership over pure domain expertise.
Rising stars at larger companies who are ready for increased scope and the startup challenge, bringing enterprise experience to scale your operations.
Step 3: Recruiting Tools and Technology
AI has transformed how we identify and engage talent, but it hasn’t replaced human judgment; it’s amplified it.
We use AI-enabled search tools to scan massive talent pools faster than ever before, identifying candidates who match complex criteria across multiple data points. Predictive analytics help us spot readiness signals; indicators that someone might be open to new opportunities even when they’re not actively looking.
However, the most critical decisions still require human expertise. AI can surface talent pools, but experienced recruiters assess cultural fit, leadership style, founder alignment, and realistic availability. We’ve seen too many “perfect on paper” candidates fail because algorithms can’t evaluate the intangibles that make executive hires successful.
Step 4: Network Power and Market Intelligence
After decades in this business, the most valuable asset we bring isn’t technology, it’s relationships and market intelligence.
Top talent often responds to trusted recruiters before they’d consider cold outreach from a startup they’ve never heard of. We’ve built relationships over years of honest interactions, successful placements, and market updates that provide value even when candidates aren’t moving.
We also bring insider salary and compensation data that helps founders make competitive offers and close the right candidates. In a market where comp expectations vary wildly, having real-time data on what top performers are actually earning (and what it takes to move them) is crucial.
Step 5: Candidate Evaluation That Goes Deeper
The best executive recruiters evaluate far beyond CVs and LinkedIn profiles. We look for evidence of outcomes, leadership impact, and cultural alignment.
Our structured interview frameworks are tailored for executive roles and specific to each function. A VP of Sales interview focuses heavily on deal construction, team building, and predictable revenue generation. A VP of Product interview dives into user research, technical collaboration, and product-market fit development.
We assess how candidates think about problems, not just what they’ve accomplished. The best executives can articulate their decision-making process, explain how they’ve navigated failure, and demonstrate the strategic thinking that will serve your specific growth stage.
What This Means for Founders and Hiring Leaders
Working with the right executive recruiter accelerates hiring in ways that DIY approaches simply can’t match. We bring market intelligence, proven processes, and established relationships that compress hiring timelines while improving outcomes.
However, not all recruiters operate this way. When evaluating whether a recruiter is worth retaining, look for evidence that they:
- Invest time in understanding your specific business context and success metrics
- Proactively source candidates rather than just screening applicants
- Provide market intelligence and advisory guidance throughout the process
- Have a track record of successful placements at your stage and in your sector
The Bottom Line
The best executive recruiters find top tech talent by blending AI-powered sourcing, passive candidate outreach, and trusted networks with founder-first discovery and rigorous evaluation. We don’t wait for applicants; we go out and find proven leaders. We measure candidates by outcomes, not titles. And we deliver both speed and precision, so startup growth doesn’t stall while you’re searching for the right executive to drive your next phase.
The best talent isn’t looking for jobs. But with the right approach, they can be convinced to build something extraordinary with you.
At Martyn Bassett Associates, we specialize in executive-level searches for product, marketing, and sales leaders. Looking for an exceptional recruitment experience? Book a consult to learn more.