VP engineering recruitment agency and headhunters
your next VP engineering, in good hands.
We combine our data, our sector experts and our AI algorithms to identify the headhunter most relevant to your role, from team scaling to technical recruiting.
- no setup fees, pay on hire
- guaranteed replacement
they hire their tech profiles with muzzo
how do you hire a VP engineering through a recruitment agency?
A VP engineering scales a scale-up's technical organisation: multiple engineering managers, delivery process, tech recruiting, budget, often alongside a CTO focused on product vision. Muzzo gives your role to the headhunters who place the most VP engineers. Fee of 5 to 30%, paid on hire. Leaves within 3 months: search restarted free.
how it works
you only pay if you hire
01
you describe the role
Using the form above: the role, your company, your scope. The rest is sorted at first chat with the Muzzo team.
02
our data picks the headhunters
AI selects those who've placed the most VP engineers, from over 2,500 selected headhunters.
03
you meet the best profiles
Approached and qualified by tech experts. You choose who you see.
04
you hire, then you pay
Not before. If the hire leaves within 3 months, we restart the search free.
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 discuss your hire
Antoine and the Muzzo team help you define your role and pick the right headhunters. Describe your role in the form: we'll call you back to discuss.
Antoine GigomasCEO and founder of Muzzo
another question?
With Muzzo, you set the fee between 5 and 30%, and pay only on hire: no deposit, no fixed costs. A first VP engineering for a young scale-up and a VP engineering for a multi-product group don't ask for the same search effort. The fee reflects this difficulty.
You have double protection. If they leave within 3 months, for example because the real organisation didn't match the brief, we restart the search free. No replacement found within 4 months: we refund 50% of fees. On average, 94% of Muzzo hires stay after 3 months.
tech headhunters are ready to start
A hire signed in under 26 days, paid only on hire.
the reality
a VP engineering is judged by the organisation they scale
a good VP engineering already leads multiple engineering managers
They're not job hunting, they're scaling an organisation. A tech headhunter knows when and how to approach them.
a good engineering manager isn't a VP engineering
This role demands recruiting and leading other managers, not one team. The headhunter tests this scale change, not just past management.
hiring mistakes show up in delivery speed
Manager turnover, slipping releases, tech hiring stalls. The headhunter verifies the actual organisations built before introducing someone to you.
the roles
the technical leadership profiles our headhunters source for you
From first management line to multi-product, each search goes to a headhunter who's already placed this profile.
VP engineering
Scales and leads the technical teams of a scale-up: multiple engineering managers, delivery process, budget, tech recruiting.
head of engineering
Title variant, often in younger structures, before a dedicated VP role.
director of engineering
Leads an engineering pole or business unit within an organisation already with a VP engineering.
VP engineering multi-product group
Coordinates several technical organisations each dedicated to a product within a single group.
head of platform engineering
Scales platform and infrastructure teams, often in parallel with product teams.
the method
a headhunter who places VP engineers, not a general-purpose agency
A VP engineering is judged by the organisation they build. Method starts from this organisation.
we define the organisation to scale
Number of engineering managers to hire or lead, delivery process in place, tech recruiting budget: the brief describes the organisation the VP engineering will build.
a headhunter who places VP engineers
Among over 2,500 selected headhunters, your role goes to those who place the most technical leadership in tech.
a verified organisation before interview
The headhunter asks the prospect to detail an organisation they've scaled: managers hired or led, delivery metrics tracked. Then they check references.
hiring a VP engineering: what you should know
why is VP engineering hiring in a class of its own?
A VP engineering doesn't code and doesn't lead one team: they scale the entire technical organisation of a software company or scale-up through multiple engineering managers. They own tech recruiting, budget and delivery speed.
Good profiles are already in role, busy recruiting their own managers, and don't reply to ads. A headhunter who places this level knows how to approach them and assess scale change, not just past management.
what's the difference between VP engineering, CTO and engineering manager?
An engineering manager leads one developer team daily: one-on-ones, goals, their team's hiring. A VP engineering leads several engineering managers and owns the entire technical organisation, not one team.
A CTO carries the technical vision and architecture choices for the company, often more focused on product and external partners. In a growing scale-up, the VP engineering handles the organisation while the CTO keeps the vision: the two roles often coexist. See our CTO page for CTO; our engineering manager page for that role.
at what team size do you hire a VP engineering?
As long as one engineering manager can lead all technical staff, a VP engineering role has no purpose yet. It becomes relevant once you need to hire and coordinate several engineering managers, each leading a team.
This scale change, requiring recruiting and balancing several managers rather than one team, typically takes years of technical management experience: rarely a first leadership role.
how do our headhunters assess a VP engineering?
They ask for a real case: a technical organisation at a point in time, and how the candidate scaled it. How many engineering managers hired or led, what delivery metrics they track, how they defended the tech recruiting budget.
They also check by reference what became of the technical team after: turnover, delivery speed, hiring quality left in place.
what salary to propose to a VP engineering by sector?
According to Apec, managers in IT direction in the software sector earn €74k gross per year at median, with 80% between €50k and €116k (2025 edition).
This spread mainly reflects the stage and size of the organisation to scale: align it with your brief rather than a single national band.
your questions about hiring a VP engineering
A CTO carries technical vision and architecture choices. A VP engineering scales the organisation that delivers this vision: multiple engineering managers, delivery process, tech recruiting. The two roles often coexist in a growing scale-up. See our CTO page for that role.
An engineering manager leads one developer team daily. A VP engineering leads multiple engineering managers and owns the entire technical organisation. If you just need one team, see our engineering manager page.
Rarely, unlike a lead developer who keeps a direct technical contributor role. A VP engineering spends most time on organisation, recruiting and budget arbitrage, not code.
According to Apec, in the closest category, IT direction, managers in the software sector earn at median €74k, with 80% between €50k and €116k (2025 edition). Exact level depends mainly on the stage and size of the organisation to scale.