Pitch N Hire's executive search helps Paris, France 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 Paris 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:
Paris is the gravitational centre of French technology, anchored by Station F — the world's largest startup campus — a heavy concentration of fintech, AI labs and enterprise software, and the engineering offices of banks, luxury groups and global platforms. La French Tech funding has multiplied unicorns here, and demand for machine-learning, backend and platform engineers routinely outruns local supply while salaries and office costs stay the highest in France.
Paris talent skews senior and research-adjacent, with deep AI/ML strength drawn from Polytechnique, CentraleSupélec and INRIA, plus strong Python, Java, JavaScript/TypeScript and cloud pools. Fintech, ad-tech and luxury e-commerce shape much of the demand. Because global firms and well-funded startups chase the same engineers and notice periods run to three months, senior roles are slow and costly to close locally.
Paris commands France's highest developer pay, with senior software engineers frequently in the region of EUR 55k–EUR 80k gross plus heavy employer social charges. Offshore augmentation from India typically delivers comparable seniority at a materially lower blended rate, which is why cost-conscious Paris scale-ups run hybrid on-site plus offshore teams to protect runway.
For Paris founders and engineering leaders, the fastest route to added capacity is often an offshore pod: PNH sources and vets India-based engineers, overlaps a strong block of the working day with Central European Time for daily collaboration, and handles employment and compliance through its Employer of Record — so there is no French entity to set up or local social-charge burden to carry.
You can engage Pitch N Hire in whichever way fits your Paris 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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