How can you make sure you hire the right CTO for your company?

Technology leaders are under more pressure than ever, with organizations now completely dependent on IT as most employees continue to work remotely.

Many companies hire a CTO to shoulder some of the burden of technology leadership. Mark Ridley, founder of CTO consulting practice Ridley Industries previously spoke with computer use about what makes a great CTO and when organizations need one?.

Once an organization has decided to hire a CTO, how is it supposed to understand what type of CTO it needs?

“It’s important to understand what your company needs from the CTO, as there are different types,” Ridley begins. “It’s worth trying to understand your requirements so you can tailor them to the CTO you hire. See if you’re a deep technology company, if you need to look into machine learning, if you’re in a heavily regulated industry Each of which brings different perspectives in which your CTO must be strong.

“And then you have to look at your existing team. If you have a really strong head of technology, the CTO can lean on them. Maybe you need a stable CTO, someone who grows organically with the company, or a transformational CTO. But understand that someone who is good at transformation doesn’t want to move to the steady state CTO afterwards.”

He adds that once an organization has come to that understanding, recruiting can happen in a pretty normal way.

“If you can hire internally, go there first, if not externally. Sometimes it’s worth going external so you can bring in more diversity or new skills. Start with your network or look for professional recommendations.”

If that doesn’t yield the right level of candidates, Ridley says it can be useful to use headhunters.

“I would also recommend working with a headhunter as they can reach candidates who are not actively looking for positions. By hiring a headhunter you can build archetypes of who you want; I want Satya Nadella, you can like him? Or I want someone like the CTO at Spotify, but I can’t afford him, so please look at the CTO minus one level at Spotify. Or look at a lookalike business, look at the CTO and then their direct reports. “

Ridley also has some tips for the interview process.

“The hiring process should be fair and transparent down to the last detail, following best practices such as blind resumes; recruiters should not know the gender or ethnicity of candidates. Then make the application process as similar as possible to the job itself “I don’t want to hire someone who is good at interviews, but good at their job. If possible, hire them for a trial crew, like hairdressers do. Think of assessment centers where they put candidates in situations similar to the ones they’re on.” find the job’ .

“A trial shift can be tough for a CTO role, but it’s worth it once you figure it out.”

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