Specialist recruitment for high-growth technology companies
Stelvio: recruitment in Technology, Go-to-Market, Executive Search for high-growth technology companies across the US.
We hire the engineers, go-to-market teams and executives that venture-backed and growth-stage technology companies are built on. One senior lead on every search, from Austin, Texas across the US.
- 24days average time to hire
- 92%still in seat after 12 months
- 1M+pre-qualified professionals
- 400+roles filled
01 · What we do
Three practices. One partner.
-
01Technology & Engineering
Engineers who can actually build systems, not just talk about them. From the first engineering hire to scaled platform teams.
- Engineering & DevOps
- Cloud & Infrastructure
- Data & AI
- AI, ML & Intelligent Systems
- Embedded Systems & Edge
- Platform Engineering
-
02Go-to-Market
The people responsible for revenue. From building pipeline to closing deals and keeping customers, from the first sales hire to a full revenue organization.
- Sales
- Marketing
- Customer Success
- Account Management
- Product & Design
- Solutions Architecture
-
03Executive Search
Leadership that sets direction and builds the teams that perform. Retained and confidential where it needs to be.
- C-suite
- VP Leadership
- Board & Founder Appointments
- Venture-Backed Leadership
- Heads of Engineering, Product & Data
- Executive & Non-Executive
02 · Why Stelvio
Measured, not promised.
Fewer resumes, faster hires, people who stay. These are the numbers we hold ourselves to on every search, across all three practices.
- 1M+pre-qualified professionals in our network
- 3.4candidates presented for every hire
- 24days on average, brief to accepted offer
- 92%of placements still in seat after 12 months
- 95%client retention
- 78%of our business is referral-driven
03 · How we work
Most recruiters send resumes. Stelvio maps the market for every role, identifies the people who fit, engages them properly, and stays until the hire is in the seat and performing.
- 01
Understand
A kick-off with the hiring manager: the role, the non-negotiables, the comp band, the culture read, the timeline and the close plan. Bespoke pre-screening questions are agreed together.
- 02
Map
The talent landscape for the role is mapped before a name moves, so expectations on profile, timeline and approach are set on evidence rather than hope.
- 03
Identify
A live headhunting campaign runs alongside a 1M+ pre-qualified network. Not job-board scraping. Around twelve recruiters support every search.
- 04
Engage
Only pre-qualified candidates are presented, with a written pre-screen on suitability, availability and expectations. Every interview is arranged and managed, with two-way feedback after each stage.
- 05
Build
Offer, negotiation and references are handled end to end, with a post-offer plan for a clean start. One point of contact, a shared weekly tracker, all the way through.
-
One point of contact
A single senior lead on every mandate, with a team behind them.
-
Weekly tracker
A shared candidate and vacancy tracker, updated every week, including out-of-budget signals.
-
Pre-qualified only
An average of 3.4 candidates presented per successful placement.
-
Interviews managed
Every interview arranged. On video calls, Stelvio joins five minutes early with the candidate.
-
Two references
Two professional references taken on every hire before start date.
-
Pre-closed at every stage
Other processes, comp expectations and decision timing checked continuously.
Start here
Building something ambitious?
Let’s build the team behind it.
Or email hello@stelvioinc.com · +1 (512) 749 7053