Technology Talent for What Your Business Is Building Next.
Lead Search Group recruits technology and digital talent for organizations building products, modernizing systems and transforming how their businesses operate. From specialized technical professionals to technology leadership, we combine targeted research, proactive outreach and a personalized search strategy to find the people who can move your technology agenda forward.
Let's Talk About Your Technology HiringPrincipal | Lead Search Group
Specialized Talent Across Technology & Digital.
Technology teams are built across very different disciplines, from engineering and product to data, cybersecurity, infrastructure and transformation. Lead Search Group recruits across that landscape, matching the search strategy to the skills, seniority and business context behind the role.
Software &
Engineering
Software engineers, developers, architects and technical specialists building products, platforms and enterprise systems.
Product &
Digital
Product leaders, digital professionals and specialists connecting technology, customer experience and business strategy.
Data &
Analytics
Data leaders, analysts, engineers and specialists helping organizations turn information into better decisions and stronger capabilities.
Cybersecurity &
Risk
Cybersecurity, information security, privacy and technology risk professionals protecting increasingly complex digital environments.
Cloud &
Infrastructure
Cloud, infrastructure, platform, network and systems talent supporting reliable, scalable and modern technology environments.
Technology Leadership
& Transformation
CIOs, CTOs, technology executives and transformation leaders shaping technology strategy, capability and organizational change.
The Right Technology Candidate May Never Apply.
Strong technology and digital talent is often already building products, leading teams or solving complex problems somewhere else. Finding the right person means understanding where that capability sits, who may be open to the right opportunity and how to reach them.
We Know Where Specialized Technology Talent Sits.
The strongest candidate may be working inside a technology company, digital product team, enterprise IT function, high growth business or specialized technical environment.
We map the companies, teams, industries and adjacent talent pools where the right capabilities are most likely to exist, then build the search around the technology, business context and outcomes behind the role.
Technology companies, software and digital product teams, enterprise technology functions, data organizations, cybersecurity teams, cloud and infrastructure environments, high growth businesses and organizations undergoing significant transformation.
Find the People Others May Never See.
Many accomplished technology professionals are not actively looking for their next role. They may be building something meaningful, progressing inside a strong team or simply waiting for an opportunity compelling enough to consider a move.
Lead Search Group combines targeted research, direct headhunting, professional relationships and referrals to reach candidates beyond the active applicant market and start the conversations a job posting may never create.
Software and engineering talent, product leaders, data professionals, cybersecurity specialists, cloud and infrastructure talent, digital professionals, technology transformation leaders, CIOs, CTOs and other senior technology executives.
Research. Relationships. Reach. Results.
We find technology talent that fits what the organization is trying to build, not simply the people who happen to be looking.
What Does the Business Need Technology to Do Next?
Technology hiring often begins with a title, a platform or a list of technical requirements. Those things matter, but the strongest search starts by understanding the capability the organization is trying to build, the problems the person needs to solve and how the role connects to the broader business.
What does success in this technology role actually need to look like?
Build What Matters
What does this person actually need to build, improve or solve?
The right profile depends on the capability behind the role, whether that means building software, creating digital products, strengthening cybersecurity, modernizing infrastructure or turning data into better decisions.
Match the Environment
What kind of technology environment will this person need to succeed in?
Building in a startup, scaling a high growth company and modernizing a complex enterprise require different experience. The size, maturity and pace of the environment should help define the candidate market.
Connect Technology to the Business
Who and what does this person need to connect?
Strong technology professionals increasingly work across product, operations, finance, customers and leadership. The ability to translate technical capability into business outcomes can be as important as the technology itself.
Move the Organization Forward
What will this person be expected to influence, lead or change?
Technology leadership may involve setting direction, building teams, transforming systems or helping an organization rethink how technology supports the business. The mandate should define the leader, not simply the title.
The Best Technology Candidate Is Not Always the Most Technical One.
A strong technology search looks beyond platforms, certifications and job titles to understand the combination of capability, scale, integration and leadership the organization actually needs. Defining those things clearly can dramatically change where the search should begin.
Let's Talk About Your Technology Hiring.
Tell us what the organization is building, changing or trying to accomplish. We can help shape the search around the capability, candidate market and experience the role actually requires.
Discuss a Technology SearchCapability. Scale. Integration. Leadership.
A practical guide to defining what your organization really needs from a technology hire before the search begins.
Get the Technology Hiring PlaybookPractical guidance for organizations preparing to make an important technology hire.
Technology Search With More Context Behind It.
Technology hiring is rarely just about matching a list of tools, platforms or technical skills. The strongest search starts with the business problem, the environment and the capability the organization actually needs to build, strengthen or lead.
Technology
Judgment
We look beyond keywords and platforms to understand what candidates have actually built, scaled, secured, modernized or transformed.
Principal
Led
Your search stays close to experienced recruitment leadership, from defining the mandate through research, outreach, assessment and the final hire.
Search Strategy
Built for You
The technology environment, business goals, level of specialization and stage of growth determine where we search and who we approach.
Relationships
Expand the Search
Targeted research, direct headhunting, referrals and professional relationships help us reach technology talent that may never enter the active candidate market.
Relationships That Speak for Themselves.
Our reputation has been built one relationship at a time. Clients and candidates trust Lead Search Group with important hiring and career decisions, and their experiences say more about our approach than we ever could.
Jackie Sparking
Leslie Proulx
Magdalena is more than a recruiter – she takes the time to develop a close relationship with her clients. I had the pleasure of working with Magdalena when I was looking for a new HR role. Living in Calgary at the time, I was eager to move back to Ontario. The idea of finding a new job across the country was daunting. Magdalena and I connected and I immediately knew that I had her full support in my job search. She took the time to understand my interests and my career goals, ultimately leading to securing a position in a few weeks. Since that first initial contact with Magdalena more than two years ago, we have maintained a close relationship, both professionally and personally.
Victoria Almeida
It has been an absolute pleasure working with Magdalena. It’s very clear that she has a sincere interest in her clients’ success and she works so hard to ensure that they find the perfect role. She is always in touch every step of the way and makes sure you are confident and comfortable before going into an interview or putting you forth for a position. I love working with her and recommend any contact who is searching for a new role to her as a recruiter but more so as an advisor and confidant. She placed me in my current role (before providing me with quite a few amazing opportunities) and its been a great opportunity for me. I look forward to working with Magdalena in the future.
Questions Worth Asking Before a Technology Search.
Technology hiring can look straightforward on paper and become much more complex once the search begins. The capabilities required, candidate market, technology environment, business priorities and pace of change can all shape who the right candidate actually is.
Many strong technology candidates are already building products, solving complex problems or progressing inside organizations they respect. We use targeted research, market mapping, direct headhunting, referrals and professional relationships to identify and approach people who may never respond to a job posting but could be open to the right opportunity.
We start with what the organization needs the person to accomplish rather than treating every item in a technical specification as equally important. Some platforms, languages or domain experience may be essential. Others may be transferable. Clarifying that distinction can expand the candidate market without compromising the capability the role actually requires.
We look at what candidates have actually built, scaled, modernized, secured or led, as well as the environment in which they did it. We also consider how they solve problems, work across functions, communicate technical ideas and connect technology decisions to business outcomes. The goal is to understand capability, not simply keyword alignment.
It depends on the mandate. Some technology roles benefit heavily from industry, regulatory or customer context. In others, the strongest candidate may come from an adjacent sector where they have solved a similar technical or organizational challenge. We define what experience is essential before narrowing the market unnecessarily.
Yes. Lead Search Group recruits across specialized technology and digital roles as well as senior leadership. Searches can range from software, product, data, cybersecurity and infrastructure talent to Directors, Vice Presidents, CIOs, CTOs and technology transformation leaders.
Yes. Technology roles often evolve as organizations clarify what they are actually trying to build, modernize or change. We can help work through the mandate, candidate profile and talent market before outreach begins so the search is built around the business need rather than an overly narrow title or technical checklist.
Yes. While Lead Search Group is based in Toronto, technology searches can extend across Canada and into the United States when the mandate requires a broader talent market. For remote and specialized technology roles in particular, the strongest candidate pool may extend well beyond one city.
Have a Technology Role That Is Hard to Define?
Start with what the business is trying to accomplish. Tell us what needs to be built, improved or changed, and we can help determine what the search should look like.
Discuss a Technology Search
More Confidence in Every Hire.
Hiring is a significant investment. Lead Search Group provides a six month replacement guarantee on qualifying permanent placements, giving clients added protection and confidence that our commitment continues beyond the placement.
Let's Talk About Your SearchExecutive Search Expertise Beyond the Search
Magdalena Duleba-Lapensee brings more than 25 years of recruitment experience and shares her perspective on personalized recruitment, leadership hiring and building stronger organizations.
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