Fractional Jobs’ Post

Look, let’s be clear….a CTO is not a Software Development Manager with a sprinkle of Product Management experience. They’re not jumping into code sprints or doubling as a Solutions Architect. And, newsflash, a real CTO isn’t a £90k hire… even ‘up north’! A CTO has real skin in the game. They own the vision, craft the roadmap, and build the team and culture from the ground up. They’re the ones who attract, grow, and lead top talent and they drive the innovation. When the stakes are high, and everything’s on the line, the tech buck stops with them….Period. Agree? Thought so…😏 With so many misinterpretations out there at the moment, just thought it’s time we draw the line and define what a CTO truly is….Once and for all. How did I do? Would you tweak this definition any? #CTO #Hiring #Recruitment

𝐓𝐡𝐞 𝐈𝐥𝐥𝐮𝐬𝐢𝐨𝐧 𝐨𝐟 𝐄𝐚𝐬𝐞: 𝐇𝐢𝐫𝐢𝐧𝐠 𝐚 𝐂𝐓𝐎 𝐌𝐚𝐝𝐞 𝐒𝐢𝐦𝐩𝐥𝐞 (Reader discretion - this post was created with more than a pinch of sarcasm and cynicism.) Are you ready to dive into the mystical realm of tech leadership? Buckle up, because #hiring a CTO is a piece of cake... or is it? Let's embark on this whimsical journey and explore the seemingly straightforward task of finding your tech guru. Step 1: Summoning the CTO Ah, the age-old ritual of summoning a CTO. Just sprinkle some coding jargon, draw a pentagram with USB cables, and voilà! Your very own CTO appears in a cloud of debugging smoke. Easy, right? Well, not quite. Turns out, they prefer Slack messages over pentagrams. Step 2: Identifying the CTO Spotting a wild CTO in the tech jungle is like finding a needle in a stack overflow. They're elusive creatures, camouflaging themselves with hoodies and laptop stickers. But fear not! Just look for the telltale signs: a faint glow of screen light emanating from their cave (aka home office) and the sound of furious keyboard tapping. Step 3: Luring the CTO Now that you've identified your target, it's time to lure them out of their coding sanctuary. Offerings of artisanal coffee and the promise of unlimited snacks usually do the trick. But beware: once you've lured them in, they might start discussing algorithms and scalability. Don't panic, just nod and smile. Step 4: Sealing the Deal Congratulations! You've successfully captured a CTO. Now, all that's left to do is seal the deal. Offer them equity, a fancy job title, and the freedom to build their tech empire. But remember, they're a rare breed, so be prepared to negotiate... and possibly sacrifice a few hours of sleep. In conclusion, hiring a #CTO may seem like a walk in the park, but beneath the surface lies a labyrinth of technical acumen and strategic thinking. So, next time you embark on this quest, tread carefully, armed with knowledge, patience, and maybe a few extra USB cables. Until next time people. I’m Warren Beazley, #TheCTORecruiter #techleadership #talent #recruitment #executivesearch

Meet James and Dan—my first-ever hires and two of the best decisions of my entire career. Here’s why 👇 Picture this: I was a first-time founder, searching for employees 1 and 2. This is a challenging decision for anyone. But I was building an app development agency—without a software engineering background! I couldn’t evaluate candidates with coding challenges or whiteboard problems. I had to trust my instincts. So, I sought out fellow builders. The kind of people who create because it’s in their DNA. James and Dan stood out immediately. They both had extensive portfolios of passion projects—real products brought to life, from idea to launch. They didn’t just write code for a paycheck; they lived for the craft. They were truly obsessed with the art of building great software. And they shared a passion for continuous learning.  It was the perfect fit for our consulting work, which demanded autonomy and deep problem solving. From social networks to telehealth, we built complex products for dozens of companies. Together, we thrived. They were fundamental to our success at TEEPS. Today, they’re enjoying successful careers at top companies like Square and Capital One. I’m honestly jealous they’re not on my team anymore! But I’ll always be grateful for the time they spent with me. Thanks James Smith and Daniel Sprowls - proud of you both! ( 📸 Photo from our first office in 2015) #startup #engineering #hiring

How Would You Hire Your First Engineer Today? 🥇 Building tech teams from scratch? Been there. Done that. And one hard truth stands out, as cliche as it may sound: Your first hire can make - or break - your startup. So, how would I hire my first engineer today? Here’s my no-fluff, no-nonsense checklist. 1️⃣ Find someone senior enough Experience beats potential at this stage. 2️⃣ Look for versatility Someone comfortable with both frontend and backend, rather than hyper-specialised in only one of them. 3️⃣ Tech-stack flexibility Forget die-hard stack fans - adaptability and pragmatism win at this stage. 4️⃣ No personal agendas They should be building for the team, not just their resume. 5️⃣ Simplicity obsessives Complexity is the enemy of speed and efficiency. 6️⃣ Hungry to grow The relentless drive to improve daily is priceless. 7️⃣ Craftsmanship matters They care deeply about their work - and it shows. 👉 Why does this matter? Your first engineer sets the foundation: 🚀 Culture. 🚀 Standards. 🚀 Velocity. Your startup’s future depends on this hire. So, what’s your top priority when building a founding team? Let’s trade insights - drop your thoughts below! 👇

Hiring a new CTO won't fix your tech problems Your tech team is spending too much money and not delivering the value you want. What do you do? Fire your CTO and hire a new one! Wrong. Leaders do that all the time and end up with the same problem. Your current CTO and Product groups need more help performing, not a leadership change. Your real challenge? Execution and accountability. You need to start doing what top-performing tech teams do. They deliver. Consistently. Over and over again. They've mastered the art of aligning business needs with technical expertise. Here's what these teams are made of: 1. Senior-level talent only: Quality always beats quantity. 2. Agile processes, no bloat: Get more done with lean, focused teams. 3. Accountability: You need teams who commit—and then execute. 4. Don't wait for a new hire to solve your issues. Build elite software teams with the right expertise, and see results faster than you thought possible. Your software org should be an asset, not a roadblock. Help your CTO make that happen by hiring Codingscape. We work with our partners to build engineering teams that push code and execute on goals. Don't waste another few quarters trying to change your trajectory - start working with us now instead.

If you're a non-tech founder who has just secured funding, don't rush to hire in-house developers. Your initial hires are critical and can shape your business's future. Here’s a strategic plan: 𝐇𝐢𝐫𝐞 𝐚 𝐏𝐫𝐨𝐝𝐮𝐜𝐭 𝐋𝐞𝐚𝐝𝐞𝐫 Bring in someone who can provide clear direction, manage teams effectively, and guide your product development. 𝐎𝐮𝐭𝐬𝐨𝐮𝐫𝐜𝐞 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐖𝐨𝐫𝐤 Tap into the global talent pool, and hire skilled contract engineers. This allows you to scale quickly and cost-effectively. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐕𝐢𝐬𝐢𝐨𝐧 𝐅𝐢𝐫𝐬𝐭 Get that product vision and processes nailed first and then hire a CTO and in-house tech talent. Remember, user feedback is paramount. Building something your team loves is pointless if it doesn't meet end-user needs. Your users are the ones who will ultimately drive your product success.

"What do you do as a Fractional CTO? What problems do you help your clients with?" Startup Founders reach out to me mostly with these 3 challenges: I've worked as a Fractional CTO for several years now. During this time I've had 20+ clients, mostly startups in different growth stages, industries, tech stacks, team compositions, etc. Most of my clients send me a DM here, seeking solutions for these problems: 1/ Build their first product This is a growing use case for me, as AI is accelerating startup creation. Non-technical first time founders seek a Fractional CTO to help them build the MVP and make key tech decisions early on. I love the hands on work to go from idea to launch! 2/ Hire remote Software Developers Many Startup Founders have scars from previous agencies that delivered buggy products they can't sell. It's frustrating! I help them hire great Software Developers remotely, according to their budget and needs. It's a win-win match for both. 3/ Increase dev velocity & reduce bugs in prod Many Founders reach out to me in despair: "For each feature we introduce 2 new bugs", or "It takes ages to ship a new feature", etc I introduce things like CI/CD, testing processes, "defensive" deployments and overall code hygiene. I have a passion for startups, and I have a passion for building technology. I learn a lot while helping my clients succeed. It's an incredible privilege!

🚀 Build at Layerpath: ↳ From Demo to Enterprise ↳ Scale with Founders ↳ Own Your Impact After a year of ups and downs, product iterations, and customer love (7,500+ users!), we're ready to scale in 2025. Backed by the best of Silicon Valley angels and investors, including Jason Calacanis and top tech operators, we're transforming how teams create product demos. We're looking for builders who ship fast and learn faster: Head of Engineering (₹18-24L + 1-5% equity) ⇢ Shape our technical future. ⇢ Build & mentor the engineering team. ⇢ Scale video processing & Chrome extension. Full Stack Engineers (₹8-18L + 0.1-1% equity) Here's the twist - we care about impact, not years: ⇢ Junior devs can earn senior comp by owning core features. ⇢ Recent grads can fast-track to tech lead through shipping. ⇢ Mid-level developers can double comp through impact. Why Now? ➤ 10x growth planned for Q1 2025. ➤ Significant equity before our next round. ➤ Work directly with me (founder) to shape our future. ➤ Remote-first, flexible hours, rapid growth. 🎯 Want to stand out? Try Layerpath, create a demo, and show us what you can build! Job Links: Check the first comment! 👇 Know someone perfect for these roles? Tag them below! 🙏 P.S. Exciting news coming soon - a perfect time to join the rocket ship! 🚀 #hiring #startups #engineering #productled #foundingteam

Approximately 30% of all Sr. Fullstack Engineers in LatAm work for the US Startups in which US states hire the most Fullstack Engineers in LatAm? 👇 → California leads with 29.41%, → followed by Texas, New York, and Florida, each at 11.76%, → Massachusetts and Illinois account for 5.88% each, → with other states making up 23.53%. This indicates that major US tech hubs are actively employing LatAm fullstack talent, demonstrating the region’s appeal and reliability for top tech skills. ------ 💬 Drop a comment and I’ll shoot you a report on US startups hiring full-stack devs—where, how, and the $$$! #TechTalent #RemoteHiring #FullstackDevelopers

"80% of the CTO roles I've considered have "hands on coding" as a requirement. I haven't made production code in 20 years. I don't bother applying for those roles". This is what Jay Alphey said during our catchup, after not seeing each other since 2019! Jay was Director of Engineering Operations at various hyper successful Cambridge tech companies, including at Arm, for the last 20 years. He is what I would call a solid CTO/ VP Engineering type. For any first time CTO, any aspiring CTO, please read Jay's LinkedIn profile. THIS is how you demonstrate you think strategically, not as an individual contributor.. Here are some examples I copied from his profile: ● Improved on-time delivery from 20% to 90% through developing and coaching “on-time/to quality” culture and process. ● Improved time to market by a factor of x5, reduced project overruns by x10 in 2 years. ● Increased annual license revenue by 160% in 2 years by building new product development strategy and aligning with business needs cross-organisation. ● Chaired product approvals team reviewing business cases, innovation and product RoI. ● Reduced average project cost overruns from 100% to 10% by improved governance. This is what a CTO in a company over 25 engineers does. When you ask the CTO to code, you are looking for a lead developer, not a CTO. Instead of attracting the wrong people with your job advert, I highly recommend that you do an evaluation first of what the role is about. If you don't know how to do that, I know plenty of people who can help. My suggestion is, work out what you need first and then decide on the job title. Otherwise you're creating problems for later. What do you think? #reengineeringleadership #cto #vacancy #recruitment What do you think? I recently got messages from people asking why I haven't been posting, yet I have been posting daily. If you like my posts, please react or comment, otherwise the algorithm will stop showing you when I post. From 22 Nov until Jan 2025, you're only going to see posts I'll have scheduled, but I won't be on LinkedIn so apologies if you don't seem me commenting below. To join my Interest List for CTOs who want to be accomplished executives, please see link here: https://lnkd.in/eEQW5gh7