The New Era of Executive Tech Hiring

Executive tech hiring is undergoing a significant transformation. As CIOs and CTOs take on greater responsibility for business strategy, innovation, and organizational performance, companies must rethink how they identify, evaluate, and attract technology leaders capable of driving long-term success.

Did you know CIOs and CTOs at Fortune 500 companies are actually staying in their roles longer? In 2022, the average tenure was 4.4 years; today, it’s 5.2. Even with my ear to the ground, that surprised me. At Retained, our goal has always been to find leaders built for longevity. Multi-year transformation, platform modernization, and strategic influence don’t happen in a year or two.

The CIO’s Seat at the Leadership Table

Before diving into how to find the right leaders for these roles, it’s worth recognizing how much the role itself has evolved.

When I was leading the Technology Association of Georgia, people used to joke that technology leaders were tucked away in a back room somewhere and we’d slide a pizza under the door because they must be working on something important. Those days are long gone.

Today, Deloitte says:

• 70% of CIOs report directly to the CEO
• 80% of CIOs say their responsibilities have significantly expanded
• More than one-third now manage their own P&L

Technology leaders are increasingly viewed as enterprise leaders rather than technical specialists. In a recent podcast I am doing on LinkedIn based on CIOs that have moved to CEOs and/or Presidents, I interviewed John Trainor President of Four Technologies where this is also a trend. In fact, Deloitte reports that 67% of CIOs are interested in becoming CEOs. That trend reflects a broader shift in how organizations view technology leadership and its influence on business outcomes. If you want to learn more, you can watch my podcast: Watch here

Why Traditional Hiring Approaches Are Falling Behind

As organizations elevate these positions, the way they identify and evaluate talent must evolve as well.

In conversations with CEOs, boards, and senior leaders, its clear that expectations for technology leadership have changed dramatically, yet many organizations still rely on hiring practices built for a different era.

Posting a role and activating a network once produced a strong slate of candidates. Now, most impactful leaders aren’t actively looking because they are focused on driving transformation, leading teams, and delivering results.

Finding them requires a proactive and strategic approach.

Looking Beyond the Résumé

Assessment is evolving too.

Experience and technical expertise remain important, but they are no longer the primary differentiators. Organizations increasingly want leaders who can make sound decisions, adapt to change, influence culture, and align teams around a shared vision.

Mike Neumeier, APR, co-founder and CEO of Arketi Group, believes many organizations focus too heavily on credentials and not enough on leadership effectiveness.

“Organizations sometimes put too much weight on credentials, past titles, and what a leader has already accomplished, and not enough on how that person turns thinking into action. The best executives create clarity, build trust quickly and help teams move with purpose, especially when the path forward is uncertain.”

Neumeier also notes that successful leadership hires are often determined by qualities that don’t always appear on a résumé.

“What separates a successful leadership hire from a disappointing one is often fit, adaptability, and the ability to bring structure without adding complexity. A résumé can tell you where someone has been, but it does not always show how they listen, lead under pressure, or create momentum across an organization.”

Those observations reinforce what we’re seeing across executive search today. The question is no longer, Can this person do the job? The question is, Can this person lead us where we’re going?

Candidate Experience Matters More Than Ever

The importance of candidate experience is growing.

Senior executives evaluate organizations just as closely as organizations evaluate them. Every interaction sends a message about leadership, culture, and priorities. The strongest candidates have options, and organizations that stand out create thoughtful, transparent, and engaging experiences from the very first conversation.

The companies winning in the executive talent market understand that hiring is a leadership strategy.

The Future of Executive Tech Hiring

A strong technical foundation remains essential for today’s CIOs and CTOs, but organizations are increasingly prioritizing strategic thinking, business acumen, communication skills, adaptability, and a proven ability to deliver results.

I recently attended a technology conference where much of the conversation centered on artificial intelligence. It’s clear that AI is a powerful tool, but CEOs and boards remain focused on business outcomes. Technology alone isn’t the differentiator but the leadership controlling the technology is.

After more than two decades supporting technology leaders through TAG and now through Retained, I’m convinced that the organizations that thrive will be those that identify leaders capable of making innovation into impact.

The future of executive hiring is about finding the leader who can create lasting results.