Pitch N Hire's executive search helps Austin, United States 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 Austin 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:
Austin, nicknamed Silicon Hills, is one of the fastest-growing US tech markets, powered by semiconductor manufacturing, enterprise software, and a wave of corporate relocations and remote-worker migration from California. Major chipmakers, EV and software companies operate large campuses here, and a lively startup ecosystem plus a business-friendly, no-state-income-tax climate keep engineering demand rising faster than local supply can meet.
Austin talent is strong in semiconductors and hardware, enterprise software, cloud and data engineering, with a growing base of senior engineers relocated from the coasts and a robust graduate pipeline from the University of Texas. Skills in Python, Java, C++, and cloud are plentiful, but rapid demand growth means specialist and senior roles can still outrun local availability.
Austin developer pay sits below the coastal hubs while climbing steadily — senior engineers often in the region of $130k–$185k, helped by no state income tax. Companies scaling quickly, or needing niche skills on short notice, frequently blend local Austin hires with offshore India-based engineers sourced and employed through PNH to widen the pool.
For Austin scale-ups and enterprises, PNH provides an offshore pod: vetted India-based engineers employed through an Employer of Record, working with overlap into Austin's Central-time morning, to expand delivery capacity without competing for a rapidly tightening local market or adding coastal-level headcount cost.
You can engage Pitch N Hire in whichever way fits your Austin 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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