Pitch N Hire's executive search helps Linz, 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 Linz 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:
Linz is the capital of Upper Austria and the country's industrial heartland, historically built around steelmaking (voestalpine is headquartered here) and now diversifying strongly into industrial software, automation, IoT and digital manufacturing. A well-known media-technology culture around Ars Electronica sits alongside engineering-led corporates and a growing startup scene, sustaining demand for software, automation, data and embedded engineers across the wider region.
Linz talent blends industrial-automation and manufacturing software with a creative-technology and media strand, with in-demand skills in Java, .NET, C/C++, IoT/edge, data and increasingly AI, fed by the Johannes Kepler University and a strong applied-sciences pipeline. The market is less saturated than Vienna, so retention is good and costs are lower, though senior automation and data specialists can still be scarce, prompting offshore support.
Linz developer salaries generally run below Vienna and broadly in line with other regional Austrian hubs — senior engineers often around EUR 50k–76k gross. Employers scaling automation, IoT or data work frequently blend local Linz hires with offshore India-based engineers to widen the talent pool and manage blended cost.
For Linz industrial and digital-manufacturing teams, PNH provides offshore engineering capacity — vetted India-based developers, data and automation-adjacent engineers employed through an Employer of Record on CET-overlapping hours — to accelerate delivery-heavy transformation programmes without expanding local salary commitments.
You can engage Pitch N Hire in whichever way fits your Linz 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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