What qualities should you look for when you hire a CTO for your business? What are the standard qualifications, and what will the candidates expect when it comes to salary and benefits? Most importantly, should you rely on the usual recruitment tools to find a CTO, or does a higher-level position require outside assistance? Let’s take a look.
Contents
Hiring a CTO: A Quick Overview
When you hire a CTO, you should keep the following criteria in mind:
Background: The ideal candidate will have a strong and dynamic work history.
Knowledge of trends: A key reason to hire a CTO is to help the company stay on top of the latest technological advances.
Versatility: The right CTO should be able to take on projects that aren’t necessarily covered in the job description.
People Skills: When you hire a CTO, you’re also choosing a team leader, so solid communication skills and a motivational attitude are essential.
What Is a CTO?
CTO stands for
Whether you call them a Chief Technology Officer or Chief Technical Officer, the perfect candidate will be responsible for the company’s ongoing technology acceleration. When you hire a CTO, you’re bringing in a leader who will build the technology strategy that enables the company to scale effectively.
In some organizations, the CTO may be referred to as the VP of Engineering (VPE). The key distinction is that a CTO is the technical visionary focused on long-term strategic direction, while the VPE is more execution-focused, delivering on that strategy. Regardless of the title, both roles are essential to the leadership team.
The growth and innovation of a business depend not only on technical expertise but also on strong communication within and beyond the leadership team. When you hire a CTO, you’re entrusting them with the responsibility of creating and sharing a compelling vision for both short- and long-term company goals—guiding decisions and informing the broader executive team as well as the implementers on the ground.
A successful CTO needs a comprehensive understanding of the business—not just its technology. This includes being aligned with the company’s broader vision and the roadmap to achieving its objectives. When you hire a CTO who can translate this vision into action, they can effectively lead teams in implementing technologies that support scalability and fuel innovation.
By inspiring teams to align their decisions with the company’s growth strategy, a strong CTO avoids micromanagement and shifts focus to emerging technologies that can give the company a competitive edge. These may include:
Operating systems
Hardware
Software development
Leveraging new project management tools
Implementing innovative methodologies
Acquiring new talent to scale the team
Contributing to the development of the MVP
Qualifications
What does it take to become a good CTO? Here are a few examples to keep in mind when you’re looking to hire a CTO:
A bachelor’s degree. In addition to the diploma, candidates should also have management experience in the IT (information technology) field. Preference is often given to candidates with a master’s degree (see below).
An MBA in IT Management. To earn this advanced degree, candidates will learn the skills they need to excel as a CTO, including managerial economics and global information technology management.
A minimum of 10 years experience (preferably 15 or more years). Jobs in software development, security engineering, or information security management can all provide the requisite experience.
The ability to engage in case study analysis. This skill helps the CTO navigate modern business challenges with finesse.
Leadership skills. The individual you hire will be responsible for running a vital department within the organization—when you hire a CTO, you need someone who can lead with clarity and vision.
Competence assessment. When a team member isn’t living up to their potential, the CTO should be able to recognize this and take any necessary steps to correct the situation.
What Your Company Should Offer
Before you hire a CTO, you’ll need to know what they expect in terms of salary and benefits. Good candidates are hard to come by—this is a highly competitive field, and you want to stay abreast of the current trends.
Average Salary for a CTO
$200,000/year
Source: Key Search
Other Benefits
The basics such as health, dental, and life insurance should go without saying. But what makes your company stand out in the field? If you’re planning to hire a CTO, make sure to highlight the unique advantages that set your offer apart. These details can help attract top-tier talent and signal that you’re serious about investing in leadership.
Here are some of the things you might consider listing in the job description:
Whether remote work is an option
How much freedom they’ll have in terms of experimentation
How many employees they’ll oversee
What they’ll be offered in terms of vacation time, sick days, and PTO
What types of software they’ll be using (you might consider upgrading before drafting the job description)
Crafting The Role Definition
In addition to the considerations listed above, you should let potential candidates know what the position entails and what will be expected of them.
That said, it’s important not to include too much information. Anyone who’s truly interested will ask the appropriate questions during the interview. At that time, you’ll be able to get a better idea about whether the person will be the right fit for the job.
What To Include
A thorough job description is essential when you’re looking to hire a CTO. Be sure to include details about the role the individual will play within the organization, along with an overview of their primary responsibilities. If the CTO will report directly to the CEO or another executive, this reporting structure should be clearly stated.
A well-organized list of roles and responsibilities will help your opportunity stand out. Use clear, concise language to demonstrate the impact the CTO will have on the company’s growth and innovation.
Don’t overlook the essential requirements. If you prefer candidates with a master’s degree or MBA, mention it here. Also specify the minimum years of experience expected—both in leadership and within the technology sector.
Including salary information is a smart move. It shows transparency and helps ensure you attract candidates who match your expectations. If there’s flexibility for the right person, be sure to note that you’re open to negotiation.
Lastly, provide compelling information about the company itself. Highlight your mission, culture, and what makes your business a great place to work. This gives candidates a reason to choose you over competing offers.
What Not To Include
- Too much jargon. Even candidates for a position as CTO may glaze over when faced with a long list of obscure terminology, or abbreviations that aren’t widely known.
- Any outdated information. Spruce up your role description on a regular basis.
- Any descriptors that suggest discrimination on the basis of age or gender.
- Outsized expectations. Obviously, you want to hire the most competent candidate, but try to be realistic. List the most essential requirements first, and include any others under the “preferred” category.
- Spelling and grammatical errors. Job seekers won’t take your company seriously if the role definition is peppered with obvious mistakes.
Choosing the Right Candidate
”At any point in your business life cycle, the CTO’s major objective is to make sure your business needs are reflected in your product through the best possible use of technology.”
How can you determine whether one of the candidates will be the right fit for the position? There are several options, but a personal interview is likely your best bet.
Phone interviews can be informative, but they don’t give you a strong enough sense of how the candidates present themselves. When you meet the person face-to-face, you’ll be able to gauge their interpersonal skills right away—and we’ve already determined that this is an essential requirement.
References, or, How to Avoid Failed Hires
Did you know that the cost of a failed hire can amount to approximately eight months of lost productivity? For a key executive role like the CTO, this figure can be even higher due to the strategic impact the position has on your company’s technological infrastructure and the potential need for costly course corrections down the line.
One of the most effective ways to reduce the risk of a failed hire is to conduct a thorough reference review. While you should request references directly from the candidate, it’s also wise to leverage your professional network. Reach out to mutual contacts who may have worked with the candidate—just be sure to avoid anyone at their current employer to prevent any breach of confidentiality.
Pertinent Questions
Key In-Person Interview Questions When Hiring a CTO
To evaluate a candidate’s strategic thinking, leadership approach, and technical expertise, consider asking the following:
Which news sources or platforms do you rely on to stay informed about industry trends and emerging technologies?
(Assesses awareness and initiative in staying current.)How have you leveraged evolving technologies to unlock new business opportunities?
(Reveals innovation mindset and business alignment.)Can you share an example of a new technology you’ve recently adopted and how it influenced your work?
(Evaluates adaptability and curiosity.)Do you dedicate time to knowledge development outside of work? If so, how often and in what ways?
(Looks at continuous learning and personal drive.)Have you read a book that changed your perspective on technology or leadership? What impact did it have on your work?
(Tests reflection and growth.)How would you describe your leadership style when managing technical teams or cross-functional groups?
(Uncovers leadership philosophy and team fit.)Tell us about a major technological failure you’ve experienced. What did you learn from it?
(Assesses resilience and problem-solving skills.)Are you comfortable collaborating with external stakeholders such as clients, investors, or vendors?
(Confirms communication skills beyond the technical domain.)What do you enjoy doing outside of work?
(Gives insight into personality and work-life balance.)
Knowledge Assessment
Even if you don’t have a strong technical background, there are still effective ways to evaluate candidates when you’re looking to hire a CTO. Start by asking about the latest technologies—specifically, whether there are any your company should be leveraging—and follow up by exploring how they would apply those technologies to address real business challenges.
Another smart approach when hiring a CTO is to use a case study. Choose one that reflects a real situation in your company and focuses on a topic relevant to your future technological growth.
Lastly, make sure to ask open-ended questions to encourage thoughtful responses—and always check references and verify qualifications to ensure you’re selecting the right fit for your leadership team.
Examples of Successful CTOs
The following CTOs have worked hard to make names for themselves in their chosen field. Even if you don’t know their names, you’re bound to recognize the companies they work for.
- Werner Vogels—Amazon
- Mike Schroepfer—Facebook
- Parag Agrawal—Twitter
- Mark Russinovich—Microsoft Azure
- Rathi Murthy—Verizon Media
- Aristotle “Ari” Balogh—Airbnb
- Gerri Martin-Flickinger—Starbucks
In addition to technological knowledge, a CTO should possess skills that will make your company stand out. As the CTO of Starbucks, Gerri Martin-Flickinger puts customer service at the forefront. Mike Schroepfer, meanwhile, has experience working with AI tools, which allows him to weed out fraudulent accounts on Facebook.
Key Search Executive Search has successfully helped numerous companies find the CTO that matches the unique needs of the company they joined.
Planning an Executive Search
Since your CTO will play a pivotal role in your company’s success, your search should leverage the best tools available. While posting on your company’s job board or using social media might work for junior roles, they’re rarely effective when you want to hire a CTO—especially since top candidates are often already thriving in roles they’re not looking to leave.
To find the right person, networking can be a powerful strategy. Reach out to peers at rival companies, particularly those who’ve recently filled CTO positions—they may have come across highly qualified individuals who weren’t quite the right fit for them. To boost interest, consider offering a referral bonus for a successful hire.
If these efforts don’t yield results, consider working with an executive search firm. When you need to hire a Chief Technology Officer, this can be the most reliable route—especially for securing high-level talent that aligns with your company’s long-term vision.
About Key Search
At Key Search, we’re devoted to helping you cultivate your business by hiring the very best talent on the market. Our network of professionals is constantly reaching out to businesses around the world in an effort to seek out the cream of the crop.
As experts in hiring executive leaders, our list of clients includes a number of startups and other fast-growing businesses, from digital and hospitality tech to e-commerce. Booking.com, indeed.com, and Gucci are just a few of the names you might recognize. When you add your company’s name to the list, our consultants will work hard to make it stand out.