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.
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:
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.
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.
You can engage Pitch N Hire in whichever way fits your London 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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