chief product officer recruitment agency and headhunters
your next chief product officer, in good hands.
We combine our data, our sector experts and our AI algorithms to identify the headhunter most relevant to your role, from a scale-up's product leadership to a large-company head of product.
- no setup fees, pay on hire
- guaranteed replacement
they hire their head of product with muzzo
how do you hire a chief product officer through a recruitment agency?
A chief product officer sets the product vision across the whole company, between tech and commercial. Muzzo gives your role to headhunters who hire the most product leaders: they test trade-offs made in the board room, not a feature list. Fee of 5 to 30%, paid on hire. Leaves within 3 months: we restart the search free.
how it works
you only pay if you hire
01
you describe the role
Using the form above: the role, your company, your product scope. The rest is scoped in your first conversation with the Muzzo team.
02
our data chooses the headhunters
Our AI picks those who have hired the most product leaders, from more than 2,500 selected headhunters.
03
you meet the best profiles
Approached and qualified by headhunters who are product experts. You choose who you meet.
04
you hire, then you pay
Not before. If your new hire leaves within 3 months, we restart the search at no cost.
they hired with muzzo
Muzzo's strength is the diversity of its recruiters: there is always someone listening to our needs.
With Muzzo, I get the reactivity of a marketplace and the quality of a search firm.
let's talk about your role
Antoine and the Muzzo team help you scope your role and choose the right headhunters. Describe your role in the form: we'll call you back to discuss it.
Antoine GigomasCEO and co-founder of Muzzo
one last question?
With Muzzo, you set the fee, between 5 and 30%, and you only pay it on hire: no deposit, no fixed fees. A first head of product at a scale-up and a CPO managing several hundred people don't take the same search. The fee follows that difficulty, and the Muzzo team helps you set it.
You have a double guarantee. If your new hire leaves within 3 months, for example because the real remit doesn't match the brief, we restart the search at no cost. If we find no replacement within 4 months, we refund 50% of the fees. On average, 94% of Muzzo hires are still in post after 3 months.
product headhunters are ready to start
A hire signed in under 26 days, paid only when you hire.
the reality
a chief product officer is judged by the vision they hold in place, not their job title
a good CPO is in the board room, not on job boards
They trade off the roadmap with tech and commercial and answer for the product to leadership or shareholders. They don't job hunt. A product headhunter knows when and how to reach them.
leading a product team is not running a single product
The role means managing multiple product managers and designers, and deciding when their priorities clash. The headhunter tests that level of trade-off, not just a roadmap.
a hiring mistake shows up in the next roadmap
A product vision badly held, teams scattering, leadership losing confidence. The headhunter checks the trade-offs actually made before introducing anyone to you.
the roles
the product leadership profiles our headhunters go after for you
From a first scale-up to a large-company head of product, each search goes to a headhunter who has already hired that level.
chief product officer
They hold the product vision across the whole company and sit on the board.
VP product
They manage multiple product teams in an already-structured organisation, without always representing the vision to shareholders.
head of product
The same scope as a CPO, with a title more common outside scale-up tech.
director of product
They lead the product team in a mid-size company, often the first product leadership role.
head of product and design
They hold both product and design leadership under one remit.
the method
a product headhunter, not an agency that does everything
A CPO is judged by the trade-offs they make, not the feature list their team delivers. The method starts from that real remit.
we frame the real remit of the role
Product vision, team size to manage, place on the board, scope against tech and commercial: the brief describes this remit, not just 'a product leadership role'.
a headhunter who hires product leaders
From more than 2,500 selected headhunters, your role goes to those who hire the most in product leadership.
board-level trade-offs verified
The headhunter asks for the product calls actually made, the ones declined against tech or commercial pressure, and cross-checks with references.
hiring a chief product officer: what you need to know
why use a headhunter to hire a chief product officer?
A chief product officer holds the product vision across the whole company: they choose what matters, trade off between tech, commercial and leadership, and answer for the product to the board or shareholders. Good profiles are in post, taken by their own roadmaps, and don't answer job ads.
A product headhunter knows how to reach them and asks the right questions: what scope, what place on the board, which teams. This page covers product leadership; for a single product manager, see our product manager page, and for technical leadership, our CTO page.
chief product officer, VP product or head of product: which title to hire?
Titles vary more than the role itself. In scale-up tech, chief product officer and VP product often mean the same level of leadership, with or without a board seat. In a large company, head of product is the most common title for an equivalent remit.
The brief must fix the real scope, not just the title: how many teams, board access, own budget. That scope sets the search level, not the title on the job ad.
how do you assess a chief product officer at interview?
The CV lists launched products and teams managed. The interview has to show something else: a trade-off actually made, against a leadership or shareholder who disagreed, and what changed next.
A real case works better than a hypothetical: ask about a feature abandoned despite commercial pressure, or a timeline delayed for quality. The headhunter does this first screen and checks with references the trade-offs the profile says they made.
chief product officer or CTO: who should own product?
In many young companies, the CTO holds product too, for lack of a dedicated role. The need for a separate CPO appears when the roadmap becomes too heavy for one person, or when the company manages multiple product managers with competing priorities.
Splitting product and tech is still optional, but a CPO and CTO can provide real checks on each other: one defends usage, the other feasibility. For technical leadership alone, see our CTO page.
how do you build a product team around a new CPO?
A CPO joining an existing product team alone must first win their trust before changing method. On the other hand, a CPO building the product team from scratch has more room to move, but also recruits their own product managers and designers in the process.
Make clear in the brief which case applies: it shapes the profile to search for as much as the pay level.
your questions about hiring a chief product officer
No Apec family covers product leadership itself: the nearest, product management, shows a median of 57 k€ gross a year (2025 edition). A chief product officer, who leads the whole product team and often sits on the board, recruits well above that base: the level is set mostly by team size and board access.
It depends what's blocking growth. If the product roadmap overloads one person or tech and commercial priorities clash too often, a CPO is the priority. If architecture and technical scalability are the real bottleneck, a CTO is priority. Many companies hire a CTO who holds product too, before splitting the roles.
Yes. Our headhunters cover product manager, product owner and product designer, to build a team around a chief product officer who joins alone. See also our product manager and product pages.