Founder-led technical search
Technical search for the peopleyour business depends on.
Grey Horse leads hands-on searches across foundational software, hardware, robotics and technical leadership for consequential hires.
Specialized by Design
Complex technical hires cross disciplines.
Software, hardware and robotics teams often overlap. Grey Horse searches with that overlap in mind, instead of treating every hire as a simple title match.
Context first / title second / direct search
01
Start with the work.
Understand what the person needs to build, own and solve before defining the search.
02
Look beyond obvious titles.
The right candidate may sit in an adjacent technical market or use a different title.
03
Give candidates real context.
Strong technical candidates engage when the role, problem and opportunity are explained credibly.
Expertise
Search depth across complex technical teams.
Three focused practice areas, each with different roles, technical context and candidate markets.
03 practice areas
01Foundational Software
Core product and early engineering teams.
02Hardware & Embedded
Firmware, electronics and integrated systems.
03Robotics & Autonomy
Controls, perception and cross-disciplinary search.
How We Search
A visible search from brief to close.
Five clear stages keep the search aligned while market response, client feedback and candidate context stay connected.
01 / 05
01
Calibrate
Get clear on the hire.Align on the role, team, company context, must-haves and what makes the search difficult.
Brief aligned02
Map
Build the right market.Identify target companies, adjacent talent pools and the profiles worth pursuing before outreach begins.
Market mapped03
Engage
Create real interest.Approach relevant candidates with enough context to make the opportunity worth a conversation.
Candidate conversations04
Assess
Turn signal into judgment.Keep candidate response, client feedback and market learning connected as the shortlist develops.
Shortlist calibrated05
Close
Keep momentum through the finish.Support offer alignment, timing and candidate decision-making through acceptance.
Offer and closeSelected Search
Technical leadership
CompanyEdwin Technologies
Jason Raneses / CTO
Proof before
promises.
Grey Horse supported the placement of Jason Raneses as CTO at Edwin Technologies, a senior technical leadership search aligned with the kind of consequential hiring Grey Horse is built to support.
RoleChief Technology Officer
SearchTechnical leadership
PlacementJason Raneses
Engagement
Match the structure to the hiring problem.
Different searches need different levels of commitment, urgency and ongoing recruiting support.
03 engagement models
01Retained Search
Senior. Confidential. Expensive to get wrong. Dedicated search ownership for leadership and high-stakes technical roles.
Best fitCTO, VP Engineering, first technical leadership hires or confidential leadership.
02Contained Search
Focused commitment around one critical search, with dedicated attention around a clearly defined hire.
Best fitSpecialist engineering or priority technical hire where focus and pace both matter.
StructureA focused search backed by commitment around one clearly defined role.
Discuss Contained Search
Discuss Contained Search
03Embedded Search
When one search becomes a hiring plan. Recruiting capacity across multiple technical roles.
Best fitScaling technical teams with several open roles or a sustained hiring roadmap.
StructureOngoing recruiting support integrated around multiple hires and changing priorities.
Discuss Embedded Search
Discuss Embedded Search
Insights
Perspective from technical search.
Practical thinking around search calibration, technical markets and the decisions behind consequential hires.
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Making a consequential technical hire?
Tell us who you need, why the hire matters and what makes the search difficult.