Built for business-critical hiring.
The Tech Recruiting Company is a specialist search and recruiting partner for software and AI-driven companies hiring across AI, Engineering, GTM and business leadership.
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We combine senior recruiting experience, direct market access and AI-supported search systems to help companies identify and engage talent that is unlikely to be reached through inbound hiring alone.
Who we are
Our team’s experience includes supporting senior and executive hiring for technology companies such as Databricks, Affirm, InvoiceCloud, Decagon, Tabby and Wiser Solutions.
From AI and Engineering leadership to Product, GTM and business-critical functions, we have worked on mandates where access to the right passive candidates matters more than application volume.
Every search is shaped by direct market intelligence, focused outreach and close senior involvement throughout the process.
7x
4
300+
10+
Years of recruiting experience
Successfull hires supported
Office locations
Faster shortlist delivery
What we stand for
1.
Directness
2.
Search Quality
Clear communication, honest feedback and no inflated candidate pipelines.
We prioritise relevant, well-qualified candidates over volume.
3.
Accountability
4.
Market Intelligence
Every engagement has clear ownership, regular communication and measurable progress.
We use direct market research, recruiter judgment and AI-supported systems to understand where relevant talent sits.
Leadership
Every critical search is led with direct senior involvement from mandate definition through candidate engagement and close.
Paul Kurpiejewski
Founder & Managing Director
Justina Weber
Senior Executive Search Consultant
Lisa Engel
Principal, Executive Search
Radoslav Zuk
Senior Executive Search Consultant
Search delivery
Executive mandates are led directly by senior leadership and supported by specialist recruiters, researchers and AI-assisted search infrastructure.
Senior-led Mandates
Direct involvement throughout the search.
Specialist research
Market mapping and passive candidate identification.
AI-supported systems
Search intelligence, workflow and candidate tracking.
Global reach. Local market access.
We operate across the US, UK, Europe and the Middle East, supporting searches wherever the relevant talent market sits.
New York
Dubai
London
Warsaw
United States
Middle East
United Kingom
Europe / CEE
Who we work with
We partner with software companies, AI-driven businesses, startups, scaleups and established technology organisations making senior or high-priority hires.
01 - Fortune 500 organisations
Supporting senior and specialist hiring within complex, global businesses.
03 - High-growth scaleups
Supporting leadership hiring during rapid team and market expansion.
02 - Venture-backed startups
Helping founders make critical early leadership appointments.
04 - Established technology companies
Working across AI, Engineering, Product, GTM and business functions.
05 - Investors and portfolio companies
Supporting leadership appointments across portfolio businesses.
FAQ
What makes The Tech Recruiting Company different from a traditional recruitment agency?
We operate as a specialist search partner rather than a high-volume recruitment agency. Our work is built around direct market research, targeted outreach and structured candidate assessment, with a focus on senior, specialist and business-critical appointments.
Each mandate receives senior oversight and is supported by specialist recruiters, researchers and AI-enabled search infrastructure. This allows us to move quickly without replacing professional judgment with automated matching.
What types of executive and senior roles do you work on?
We support executive, VP, Head-of-function and senior specialist appointments across:
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AI and Machine Learning
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Engineering and Technology
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Product and Data
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GTM, Sales and Revenue
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Operations, People and Finance
Typical mandates include Head of AI, CTO, VP Engineering, Chief Product Officer, VP Sales, Head of GTM, senior technical leaders and selected business-function leadership roles.
How quickly can you present relevant candidates?
For active mandates, we typically begin presenting qualified profiles within the first 2 days.
Our search process is designed to reduce the delay associated with traditional search models through focused market mapping, direct outreach and AI-supported research workflows. Timelines vary depending on the seniority, geography and complexity of the mandate.
What does “7x faster shortlist delivery” mean?
It refers to the speed at which we can begin building and presenting a relevant shortlist compared with longer, sequential executive search processes.
Our model combines senior recruiter oversight, parallel research, direct candidate outreach and internal AI-supported systems. The objective is not to rush the appointment, but to reach the right part of the market faster and create meaningful candidate activity earlier in the process. This claim relates to shortlist delivery, not to the full time required to complete an executive appointment.
Do you rely on AI to select candidates?
No. AI supports our research and operating process; it does not replace recruiter judgment.
We use internal systems to improve market mapping, sourcing workflows, candidate tracking and search intelligence. Every candidate is still assessed by experienced recruiters for relevance, seniority, motivation, compensation expectations and potential fit with the organisation.
Technology increases search coverage and speed. Human judgment determines who is introduced.
Do you only work with active candidates?
No. A significant part of our work is focused on passive candidates who are not actively applying for roles.
For senior and executive appointments, the strongest potential candidate is often already employed and not visible through inbound applications. We identify relevant individuals directly, approach them discreetly and assess their interest before presenting them to the client.
What information do you provide with each candidate?
We provide significantly more than a CV or a short recruiter summary.
Each candidate introduction is designed to give the hiring team a clear, evidence-based view of the individual before the first interview.
Depending on the mandate, this may include:
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a detailed summary of the candidate’s relevant experience and career progression,
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the full screening-call transcript or structured interview notes,
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our internal candidate score against the agreed search criteria,
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our assessment of strengths, potential concerns and overall suitability,
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motivation for considering the opportunity,
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compensation expectations and notice period,
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location, mobility and availability + relocation if needed
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leadership style, communication approach and relevant behavioural observations,
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specific areas that should be explored further during the client interview process,
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reference checks where required.
We also provide a clear recommendation rather than simply forwarding a profile. This includes our view on why the candidate may be a strong fit, where the risks may sit and whether we believe the individual should progress.
Our objective is to give clients enough context to make informed decisions earlier, reduce unnecessary first-stage interviews and maintain a focused, high-quality process throughout the search.
How does Monthly Hiring Partner differ from Embedded RPO?
Monthly Hiring Partner is a flexible recruiting model for companies hiring several roles at once. It provides parallel recruiting support for a fixed monthly fee, without traditional per-hire success fees.
Embedded RPO is a deeper operational engagement. Our recruiters work alongside the client’s internal talent function and may support sourcing, screening, pipeline management, reporting, recruitment operations and hiring-process delivery.
Monthly Hiring Partner is primarily a flexible commercial model. Embedded RPO is an extension of the internal recruiting function.