Hire an interim CTO who can own what comes next

We can generally begin after an intake conversation that establishes the mandate, location, work arrangement, and timing. In some searches, relevant talent may be presented within 48 to 72 hours when requirements and qualified availability align. Interviews, selection, and onboarding determine the actual start date.

Yes. We build the search around your industry, business model, technology environment, and strategic priorities. We confirm each candidate's relevant work, interest, and availability during the search rather than assuming a broad technology title means a fit.

Searches can target interim chief technology officers, interim VPs of Engineering, heads of engineering, SaaS and platform CTOs, technology transformation leaders, and executives with relevant AI and data implementation experience. The scope determines the title and level.

A CTO brief often centers on product technology, engineering, platform architecture, and customer-facing delivery. A CIO brief more often centers on internal enterprise systems, IT operations, and governance. The boundary varies by organization, so we define responsibilities and decision rights before outreach.

An interim technology leader can own an agreed AI implementation mandate when the candidate's experience fits the use case and governance needs. We discuss data readiness, security, privacy, technical integration, vendor choices, and who approves operational decisions.

Yes. We can target technology executives who have worked through acquisition integration, platform assessment, engineering improvement, or exit preparation. Share the sponsor timetable, reporting requirements, and authority the leader will have.

Yes. We serve employers nationwide and discuss the practical work arrangement for each search. We confirm travel, location, time zone, site access, and any in-person leadership requirements with candidates.

We compare the technology mandates they have owned, team and platform scope, relevant industry conditions, decision making, stakeholder communication, and how they delivered a transition. The process can include interviews, appropriate references, and discussion of the specific first priorities.

Cost depends on the executive scope, expected duration, location, employment arrangement, and the experience required. Share the brief and timing so Scion can discuss available engagement options and terms rather than giving a misleading standard rate.

For executives employed by Scion under an agreed W-2 assignment, Scion coordinates applicable employment onboarding, timekeeping, payroll, and related administration. Your organization remains responsible for technology access, security approvals, business authority, and operational decisions. We clarify responsibilities before the start.

Yes. Define which near-term decisions the interim leader owns, what should wait for the permanent executive, and how knowledge will transfer. A permanent search can be discussed separately, including any candidate's interest in a lasting role under the engagement terms.

Technology leaders can apply through Scion's candidate portal and include their industry experience, platforms, team scope, location and travel preferences, and interim availability. They can also search current opportunities on the jobs page.

Send Scion your business situation, the technology work needing leadership, desired start date, location, and any must-have experience. A dedicated expert can help turn those details into a focused search brief.