AI & Technology Officers
Find the technology leader who can make the hard calls your business faces next.
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The technology leader has to make the hard calls
A CIO, CTO, CAIO, CDO, CISO, or other technology executive is expected to make choices that shape the business: where to invest, which technology to retire, how to use AI, what risks to accept, who owns the data, and how quickly the organization can change. Those choices look different in a company modernizing its core platform, scaling a product business, embedding AI in operations, or responding to a more exposed risk environment.
Heidrick helps clients identify the leader whose experience shows they can make those decisions in the conditions ahead.
The talent market
The candidate pool is wider than the role title
Heidrick's analysis of senior AI executive moves shows that AI companies are hiring well beyond core AI roles. For a technology appointment, that means the relevant candidate may bring the needed experience from product, data, commercial leadership, operations, or risk, not necessarily from the most obvious title or employer.
1,184
36%
61%
71%
1,184
36%
61%
71%
Why Heidrick
The right technology leader may not come from the obvious market
A technology search can become narrow before it begins: the incumbent's background becomes the template, familiar employers define the market, and the shortlist follows the same titles the organization already knows.
Heidrick brings relationships across the global technology market and the judgment to challenge those assumptions. We help clients look across sectors, company stages, and adjacent leadership roles to identify the experience most relevant to the decisions the new executive must make—then assess internal and external candidates against that mandate.
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Define the leader your moment requires
Talk with a Heidrick expert about your AI and technology leadership needs.
Continue exploring
Leadership decisions do not stand alone
A technology leadership appointment can bring other questions into focus: what the function needs to enable, whether an internal successor is ready, whether the business needs interim leadership, or how ownership and industry context change the brief. Explore the expertise that may matter next.
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Tell us about the technology appointment, succession decision, or leadership transition ahead.