The UK tech workforce is expanding, and with it, the demand for senior technology leadership. Net technical employment is projected to exceed 2.2 million in 2025, up by roughly 31,000 roles year-on-year. Median salaries for core tech roles are approximately £49,410, which is 52% higher than the median for all occupations.
Despite that growth, publicly advertised roles for Chief Technology Officer remain relatively infrequent compared to other senior technical leadership positions. Many organisations use less specific titles or conduct discrete searches rather than relying on open advertising. This rarity increases competition and often raises the cost and complexity of hiring or replacing a CTO.
For CEOs facing a CTO hiring or transition challenge, the following approach ensures maximum effectiveness:
- Clarify Role Scope and Strategic Objectives
Specify whether the CTO will lead product innovation, systems reliability, technology strategy, or a combination of those. Define the short-term and long-term business outcomes you expect, such as system stability, scalable architecture, innovation velocity, or seamless integration of emerging technologies. Clear mandates reduce hiring risk, allow evaluation of appropriate candidates, and enable you to measure success once in the role. - Adopt a Proactive and Multi-Channel Search Strategy
Because CTO roles are often filled through networks or retained search rather than public job boards, relying solely on advertised vacancies limits options. Utilise executive search partners, professional networks, and passive sourcing. Explore interim or fractional CTO arrangements if you need to move quickly or bridge until a full-time hire is confirmed. This flexibility can reduce the risk of downtime or disruption. - Demand Evidence of Leadership, Not Just Technical Depth
Candidates should be assessed not only for technical knowledge but for the ability to influence at board level, manage complex teams, balance innovation with risk, and deliver measurable business results. Use scenario-based interviews or case studies to test decision-making under pressure. Reference checks must probe strategic thinking, stakeholder management, and cultural alignment. - Benchmark Compensation and Geographic Differentials Early
CTO remuneration in London or high-cost areas for competitive sectors will exceed many estimates for more junior roles. Align pay or total rewards with what the market is offering for leaders with similar scope and responsibilities. Lack of competitiveness here often causes the loss of strong candidates late in the process. - Plan Onboarding and Risk Mitigation Carefully
Ensure a thorough transition period. If replacing an incumbent, document critical systems, dependencies, vendor contracts, and known vulnerabilities. Establish clear reporting lines, deliverables in the first 90 days, and early wins to establish credibility. Regular check-ins with the executive and board ensure misalignment is identified early.
The UK’s technology landscape is accelerating in scale and complexity, which places CTO recruitment firmly in the realm of strategic business decisions rather than transactional hires. With relatively few CTO roles openly advertised and growing demand for senior technology leadership, CEOs cannot afford to treat this process as routine. The most effective outcomes come when organisations define the role’s mandate with precision, broaden their search beyond conventional methods, and evaluate leadership impact as much as technical expertise.
Ultimately, appointing the right CTO is an investment in both business resilience and future competitiveness. For CEOs, the question is not whether you can afford to dedicate time and resources to a meticulous search, but whether you can afford not to.
How can City Executive Search help?
Securing the right Chief Technology Officer is a strategic imperative in today’s rapidly evolving technology landscape. The right CTO drives innovation, aligns technology with business objectives, and ensures organisations remain competitive. In an environment where the demand for exceptional tech leadership exceeds supply, partnering with an executive search firm provides access to exclusive talent pools, market insight, and a structured, consultative approach that mitigates hiring risk and maximises organisational impact.
Contact our specialists and let City Executive Search connect you with exceptional Chief Technology Officer talent to transform your organisation’s technology and growth strategy.
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