Executive Search
Leadership appointments for organizations where technology is the business — handled personally, discreetly and with technical fluency.
Scope
Leadership roles that need two kinds of credibility.
In technology-driven organizations, a leader must earn the respect of engineers and the confidence of the board. VVSM searches for people who can do both.
Mandates typically involve roles where the wrong appointment is expensive and the right one is rarely on the market: executives who will shape a product roadmap, run a complex site, lead R&D or carry a transformation.
Executive and board roles
Managing directors, general managers, country and business-unit heads, and non-executive appointments.
Technical leadership
CTO, Head of R&D, VP Engineering, chief scientists and heads of product or platform.
Operational leadership
Site and plant directors, heads of operations, supply chain, quality and manufacturing engineering.
Process
A structured search, led end to end by the founder.
Each stage produces something you can assess — a role definition, a market view, a shortlist with written evaluations.
Mandate definition
Clarify the business context, the decisions this leader will own and the criteria that matter — beyond the job description.
Market mapping
Identify relevant organizations and individuals, including those not looking for a move, and share an honest picture of availability.
Approach and assessment
Confidential direct approach, structured interviews and technical evaluation against the agreed criteria and motivations.
Shortlist to integration
A focused shortlist with written assessments, support through offer negotiation, and follow-up during the first months.
Why VVSM
What a founder-led search changes.
Senior attention throughout
The person who takes your brief conducts the search, meets the candidates and presents the shortlist.
Technical fluency
A background in engineering and research makes it possible to probe depth, not just vocabulary.
Discretion by default
Confidential mandates, controlled outreach, and candidate information shared only with consent.
Alignment, not just fit
Motivations and long-term objectives are assessed as rigorously as competencies.