A reverse recruiter for senior and executive tech roles
A reverse recruiter for senior tech roles works for you, not the hiring company. For staff and principal engineers, engineering managers, directors and VPs, we turn your goals into precise criteria, review senior roles carefully, apply only where the scope and compensation fit, and keep the search discreet. You stay in control of every decision and every conversation.
Why senior searches are different
At senior levels there are fewer matching roles, titles mean less, and a poor fit costs more. A "Director of Engineering" can run four engineers or two hundred. A "Staff Engineer" can be deeply technical or mostly coordination. Reading the role — scope, reporting line, team size, stage of the company — matters more than the title.
Senior people are also usually employed, busy, and visible. A broadcast search is risky; a careful one takes time most leaders don't have.
How we run a senior search
Criteria built around scope
Level, team size, reporting line, company stage and size, domain, tech stack, compensation floor, location and work arrangement, and dealbreakers. Senior searches fail on scope mismatches, so we capture them up front.
Careful role review
A person reads each listing against those criteria. We'd rather send you fewer, better-matched roles than pad a list.
Applications you approve
Most senior clients review roles before we apply. We handle the forms and tracking; you decide where your name goes.
Discretion by default
Exclusion lists, personal contact channels, and no public signals. See confidential job search for detail.
Tell us what you're looking for
Share your target roles and we'll tell you honestly whether Reverse Recruiter is a fit.
Reverse recruiter vs. executive search firm
| Reverse recruiter | Executive search firm | |
|---|---|---|
| Who hires them | You | The hiring company |
| Who pays | You | The hiring company |
| Whose interests | Yours | The employer's |
| Scope | Many companies, your criteria | One role at a time |
| Who starts it | You, whenever you choose | The firm, when a client has a role |
Both can be useful at the same time. More on the difference in reverse recruiter vs. headhunter.
What we don't do
- Claim access to hidden or exclusive roles
- Invent or inflate titles, team sizes or accomplishments
- Negotiate offers or attend interviews for you
- Promise interviews, offers, compensation or timelines
Who this is for
- You're a staff/principal engineer, architect, manager, director or VP in tech
- You know the scope you want and need it pursued consistently
- You're employed and need discretion
- You'd rather spend your time on interviews than applications
Who this may not be for
- You want C-suite board placement or retained search
- You want executive coaching or negotiation support
- You want guaranteed outcomes
- You work outside technology
Pricing
$1,500/month plus an 8% success fee after you accept an offer, or a flat $3,000/month with no success fee. Both are month-to-month. At senior compensation levels the flat option often costs less overall — compare both on the pricing page and in is a reverse recruiter worth it?
Frequently asked questions
Which levels do you work with?
How is this different from an executive search firm?
Do you have access to unadvertised executive roles?
Can the search stay confidential?
Do you negotiate compensation for me?
The full process is on how it works; more answers are on the FAQ page.
See if Reverse Recruiter is a fit
Tell us the level and scope you're targeting. We'll tell you honestly whether we can help.
Your career information deserves to be handled carefully.
We work for you, not employers. Your information is used to provide the services you request, and you always control what we do on your behalf.
Related guides
How to look for a new tech role quietly, without your current employer finding out.
Who hires each one, who pays, and whose interests they represent.
A candid look at when the cost makes sense and when it does not.