The right leader
changes everything.
Nexus places C-suite technologists — CTOs, CPOs, VPs of Engineering — with the companies that actually deserve them. We don't send résumés. We make introductions.
14 days
Avg. time to shortlist
93%
Retention at 24 months
340+
Placements since 2011
We've placed the leaders behind these logos.
Now let's find yours — or find where you belong.
What they say
The hire is only half the story.
We hear from both sides: the company that needed a leader, and the leader who needed the right stage.
We'd burned through two CTO searches with firms that kept sending us enterprise refugees. Nexus sent us three people in two weeks — all of them were right. We hired the first one.
Marcus Webb
CEO · Meridian Financial
I wasn't even looking. Nexus called on a Tuesday and described a company that sounded like it was designed for me. I started the following quarter.
Priya Nair
CTO · Meridian Financial
14 days
Average time to shortlist
Our CPO departure hit right before Q4 planning. I called Nexus at 8am on a Monday. By Friday I had five names on my desk, each with a two-page brief that showed they actually read the room.
Diane Holloway
Board Chair · Apex Cloud
The brief Nexus gave me about Apex was more insightful than anything I'd read in the press. They understood the politics, the product debt, the opportunity. That's rare.
James Okonkwo
Chief Product Officer · Apex Cloud
93%
Retention at 24 months
I've worked with four executive search firms over my career. Nexus is the only one that felt like a colleague rather than a vendor. They pushed back when my requirements were unrealistic.
Sofia Reyes
Founder & CEO · Veldt Infrastructure
Three months in and I already know this is the right seat. Nexus didn't just match my skills — they matched my operating style. That's the difference.
Daniel Cho
VP of Engineering · Veldt Infrastructure
Our Approach
We work the way
good search should.
Most search firms are optimized for speed. We're optimized for fit — because a bad executive hire costs more than a slow one. Here's what working with Nexus actually looks like.
We read the room before we make a call.
Every search starts with us talking to the people around the seat — not just the hiring manager. We want to know what failed last time, what the team actually needs, and what politics the new leader will walk into.
We don't send candidates. We make introductions.
Our candidates aren't applications — they're people we know. We've tracked them across two or three roles, we know how they operate under pressure, and we've already had the hard conversation about whether this role is right for them.
We stay in the room after the hire.
The search ends when the person starts. The relationship doesn't. We check in at 30, 90, and 180 days — not because we're required to, but because our reputation depends on what happens after the handshake.
Find Your Match
Let's figure out exactly
what you need.
Five questions. A conversation, not a form. We'll tell you what we see — and whether we can help.
Quarterly Benchmark
Executive Compensation Report, Q1 2026
CTO, CPO, and VP-Eng salary bands across Series A–D. No fluff.