Pitch N Hire's executive search helps New York, 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 New York 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:
New York is the largest US tech market outside the Bay Area and the leading hub for fintech, ad-tech, media, fashion-tech and enterprise software, wrapped around Wall Street and a dense corporate base. Engineering demand runs hot across payments, trading systems, data and platform roles, while sky-high office and living costs keep salaries elevated and hiring intensely competitive year-round.
New York talent skews toward finance-grade backend, data and platform engineering, with deep exposure to regulated systems, low-latency trading and large-scale web. Strong pools exist in Java, Python, JavaScript/TypeScript, C++ and cloud, fed by nearby Ivy League and city universities. Because finance and Big Tech compete aggressively for the same people, specialist roles are slow and expensive to close.
New York carries some of the highest US developer pay outside the Bay Area — senior software engineers frequently in the region of $150k–$220k plus bonus and equity, with premiums in fintech and quant. Offshore augmentation from India typically delivers comparable seniority at a materially lower blended rate, so cost-aware NYC teams run hybrid local-plus-offshore models.
For New York founders and engineering leaders, an offshore pod is often the fastest way to add capacity: PNH sources and vets India-based engineers, overlaps morning hours with Eastern time for daily standups, and runs employment and compliance through its Employer of Record — so there is no US entity or added local headcount to manage.
You can engage Pitch N Hire in whichever way fits your New York 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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