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Executive search · London, United Kingdom

Executive Search in London

Pitch N Hire's executive search helps London, United Kingdom 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 London business fills business-critical leadership roles with rigour rather than relying on inbound applications.

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01 What it covers

Executive Search: how it works for London teams

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.

  • Research-led mapping of the relevant leadership market
  • Discreet approach to qualified passive candidates
  • Structured, evidence-based senior assessment
  • Suited to engineering leadership and business-critical roles
  • Protects your employer brand and confidentiality
  • Higher-quality, more comparable shortlists
02 How it runs

How executive search works with Pitch N Hire

  1. Role & success profile

    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.

  2. Market mapping

    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.

  3. Discreet approach

    Candidates are approached confidentially and professionally, protecting your employer brand and the candidates' current positions while gauging genuine interest and fit.

  4. Structured assessment

    Interested candidates go through structured, evidence-based interviews and scorecards against the success profile, so the shortlist is comparable and defensible, not gut-feel.

  5. Shortlist to offer

    You interview a small, high-quality shortlist; we support referencing, offer negotiation and a careful close, given how much a senior hire matters.

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03 Scope

Roles executive search covers

Research-led search suits senior and business-critical roles where a mis-hire is costly:

VP / Head of Engineering
CTO and technical co-founder searches
Software / solution / enterprise architects
Engineering and delivery directors
Heads of Data, ML or Platform
Product and design leadership
Functional leaders (Finance, Ops, People)
Leaders for offshore / GCC teams
04 Local market

The London hiring market for this role

London is one of the world's leading technology and financial-technology centres, home to the densest concentration of startups, scale-ups, global banks and Big Tech engineering offices in the UK. Demand consistently outstrips supply for backend, cloud, data and security engineers, and the city's cost of living keeps salaries high, so employers compete hard on compensation, hybrid flexibility and speed of hiring.

London talent skews senior and product-experienced, with strong fintech, payments and regulated-industry exposure and deep pools in JavaScript/TypeScript, Java, Python, cloud (AWS/Azure) and data engineering. Because competition is intense and notice periods run to three months, roles can take a long time to fill locally — a common reason London teams blend in offshore engineers for capacity.

05 Cost

Cost & the offshore option in London

London commands the UK's highest developer pay, with senior software engineers frequently in the region of £70k–£110k plus employer on-costs and London weighting. Offshore augmentation from India typically delivers comparable seniority at a materially lower blended rate, which is why cost-conscious London scale-ups run hybrid on-site plus offshore teams.

For London founders and engineering leaders, the fastest route to added capacity is often an offshore pod: PNH sources and vets India-based engineers, overlaps several working hours with GMT for daily collaboration, and handles employment and compliance through its Employer of Record so there is no UK entity to set up.

06 More in London

More ways Pitch N Hire helps London companies

Staff Augmentation in LondonEmployer of Record for London CompaniesRecruitment Services in LondonContract Staffing in LondonHire Software Testing (QA) Engineers in LondonApplicant Tracking System (ATS) for London CompaniesInterview Solutions for London CompaniesAI Interview Software for London Companies All services in London →
07 Engagement models

Ways to work with Pitch N Hire in London

You can engage Pitch N Hire in whichever way fits your London team's stage and workload — and mix them as you scale:

Staff augmentation Add individual vetted engineers to your existing team under your direction — the fastest way to close a specific skills or capacity gap.
Dedicated offshore team Stand up a full managed pod from India for a whole workstream, with the roles, seniority and structure you specify.
Contract / project capacity Bring on flexible talent for a fixed scope or period, then scale down cleanly when the work is done — no permanent headcount.
Recruitment / RPO Have PNH run sourcing, screening and shortlisting for roles you want based locally in London.
Employer of Record Employ your India-based hires compliantly through PNH, with payroll, tax and benefits handled end-to-end.
08 Why us

Why London companies choose Pitch N Hire

Vetted talent, fast

A pre-screened India talent pool means matched shortlists in days, not the months a local permanent hire can take.

You stay in control

You interview and choose every person; Pitch N Hire surfaces qualified candidates and handles the operational load.

Compliance handled

Offshore hires are employed through PNH's India Employer of Record — payroll, tax and statutory compliance are taken care of.

Lower blended cost

Building part of your team offshore keeps comparable seniority on the roster at a lower total cost than local-only hiring.

Overlapping hours

Engineers work on overlapping working hours and inside your tools and sprints — collaboration, not black-box outsourcing.

One partner, many needs

Staffing, recruitment, EOR and the ATS/interview software come from one provider, so hiring stays joined-up as you scale.

Hiring in London? See executive search on your roles.

FAQ

Executive Search in London — FAQs

What roles does executive search cover for London companies?
Executive search suits senior and hard-to-fill roles for London companies — heads of engineering, architects, and functional leaders — where the strongest candidates are employed and must be approached discreetly rather than sourced from applications.
How is executive search different from standard recruitment in London?
Standard recruitment works an active applicant pool; executive search proactively maps the London-relevant market and approaches passive senior candidates with a discreet, research-led, structured-assessment process built for business-critical leadership hires.
Is the search confidential?
Yes. For sensitive London leadership hires PNH runs the search discreetly — approaching candidates confidentially and protecting both your employer brand and the candidates' current roles throughout the process.
Can you find leaders for our offshore team too?
Yes. PNH can run executive search for leaders of India-based or offshore teams as well as local London roles, using the same research-led, structured process to secure the right senior person.
How much does executive search in London cost?
Cost depends on the roles, seniority and engagement length. Building capacity offshore from India through Pitch N Hire is typically a materially lower blended cost than hiring the same seniority locally in London, and PNH gives you a clear quote for your specific requirement — talk to the team for pricing.
How do I get started with executive search for my London team?
Share your requirement with Pitch N Hire — the roles, skills and timeline. You'll get a matched shortlist or a tailored plan within days, interview and select the people yourself, and onboard them into your London team, with PNH handling employment and compliance.
Are the candidates vetted before they reach my London team?
Yes. Every candidate Pitch N Hire puts forward for a London company is pre-screened for skills, experience and communication, and assessed with structured interviews — so your shortlist is genuinely qualified and you keep the final hiring decision.
Can I hire a whole team or just one person in London?
Both. A London company can start with a single vetted specialist and scale to a full offshore pod as the roadmap grows, or stand up a whole team from day one. Pitch N Hire flexes capacity up or down with short notice, so you commit only to what you need right now.
How does time-zone collaboration work with an offshore London team?
Pitch N Hire structures offshore engagements around a daily working-hour overlap with your London team, plus clear async handoffs for the rest of the day. Engineers join your standups, tools and code review under your direction, so it feels like an extension of your team rather than a hand-off to a separate vendor.
What if an augmented London hire isn't the right fit?
You interview and approve every person, which keeps the fit-rate high — but if someone isn't working out, Pitch N Hire replaces them quickly from its vetted pool and manages the transition, so your London team's delivery keeps moving.

Recruiting terms explained

Time to Fill

Related recruiting questions

What is staff augmentation?What is an Employer of Record (EOR)?How do you hire developers in India?Staff augmentation vs managed services: what's the difference?

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