Pitch N Hire's executive search helps Graz, Austria companies hire senior engineering and leadership roles — heads of engineering, architects, and functional leaders — through a discreet, research-led process. PNH maps the market, approaches passive candidates and runs structured assessment, so a Graz business fills business-critical leadership roles with rigour rather than relying on inbound applications.
Executive search is a targeted, research-led method for hiring senior and hard-to-fill leadership roles, where the best candidates are usually employed and not actively applying. Instead of posting a job and waiting, Pitch N Hire maps the relevant talent market, discreetly approaches qualified passive candidates, and runs structured, evidence-based assessment against the role's real requirements. This is used for engineering leadership, architecture, and specialist senior roles where a wrong hire is expensive and confidentiality matters. PNH's search process pairs experienced recruiters with structured interview tooling to keep the assessment consistent and defensible, whether the role is based locally or leads an offshore team.
We work with you to define the mandate — responsibilities, the outcomes the leader must deliver, and the competencies and experience that predict success in your context.
PNH researches and maps the relevant talent market, building a longlist of qualified people in comparable roles at comparable organisations — including those not actively looking.
Candidates are approached confidentially and professionally, protecting your employer brand and the candidates' current positions while gauging genuine interest and fit.
Interested candidates go through structured, evidence-based interviews and scorecards against the success profile, so the shortlist is comparable and defensible, not gut-feel.
You interview a small, high-quality shortlist; we support referencing, offer negotiation and a careful close, given how much a senior hire matters.
Research-led search suits senior and business-critical roles where a mis-hire is costly:
Graz is the centre of Austria's automotive and mobility engineering, home to AVL — one of the world's largest independent powertrain and testing companies — plus a magna-linked manufacturing cluster and a growing semiconductor presence around NXP. The city's economy leans heavily on hardware-adjacent software, embedded systems, simulation and testing, creating specialist demand for engineers that a mid-sized city's talent pool cannot always meet locally.
Graz talent is distinctively strong in embedded systems, C/C++, automotive software (AUTOSAR), simulation, and increasingly machine learning and computer vision, fed by Graz University of Technology's respected engineering faculties. The pool is high-quality but comparatively small and specialist-heavy, so senior embedded and platform roles can be slow to fill — a reason local employers extend teams offshore for scale.
Graz developer pay generally sits below Vienna, reflecting lower living costs — senior engineers often in the region of EUR 52k–80k gross, with premiums for embedded and automotive-software specialists. Teams that need to stretch budgets or add niche skills quickly combine local Graz hires with offshore India-based engineers sourced and employed through PNH.
For Graz automotive and semiconductor teams, PNH provides an offshore extension of the team: vetted India-based engineers — including embedded, backend and data profiles — employed through an Employer of Record on CET-overlapping hours, to expand delivery capacity for hardware-adjacent and platform programmes without adding to local salary budgets.
You can engage Pitch N Hire in whichever way fits your Graz team's stage and workload — and mix them as you scale:
A pre-screened India talent pool means matched shortlists in days, not the months a local permanent hire can take.
You interview and choose every person; Pitch N Hire surfaces qualified candidates and handles the operational load.
Offshore hires are employed through PNH's India Employer of Record — payroll, tax and statutory compliance are taken care of.
Building part of your team offshore keeps comparable seniority on the roster at a lower total cost than local-only hiring.
Engineers work on overlapping working hours and inside your tools and sprints — collaboration, not black-box outsourcing.
Staffing, recruitment, EOR and the ATS/interview software come from one provider, so hiring stays joined-up as you scale.
Staffing and recruitment services, the applicant tracking software, and hiring resources — all in one place.
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