Pitch N Hire's executive search helps Thessaloniki, Greece 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 Thessaloniki 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:
Thessaloniki is Greece's second city and its northern technology anchor, with a fast-expanding cluster shaped by large university-driven talent and engineering centres opened by Pfizer, Deloitte and Cisco. Living and operating costs run below Athens, which has drawn both multinational R&D investment and startups relocating from the capital, deepening demand for software, data and research-oriented engineers across the region.
Thessaloniki's talent pool is unusually research-heavy, fed by the Aristotle University of Thessaloniki — one of the largest in the Balkans — with strengths in software engineering, data science, AI/ML, embedded systems and backend development. Graduate supply is large and cost-competitive, though the senior tier is smaller than Athens and emigration pressures mean experienced specialists can still be hard to retain.
Thessaloniki developer salaries typically run below Athens, reflecting lower costs — senior engineers often in the region of €30k–€52k gross, with premiums for AI, data and embedded skills. Employers scaling delivery or adding specialist capacity frequently combine cost-effective local Thessaloniki hires with offshore India-based engineers sourced through PNH.
For Thessaloniki's research-driven teams and relocated startups, PNH provides an offshore extension: vetted India-based developers and data engineers employed through an Employer of Record on EET-overlapping hours, expanding delivery capacity for product and data-heavy programmes without stretching a smaller senior local pool or adding entity overhead.
You can engage Pitch N Hire in whichever way fits your Thessaloniki 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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