Executive search in Hyderabad

Executive Search Firm in Hyderabad

The person who leads a capability centre or an enterprise technology function sets its hiring bar and its standing with the parent. Talhive runs confidential, dedicated executive search for employers appointing senior leaders in Hyderabad.

  • Confidential, dedicated search
  • Milestone-based fees
  • 90-day replacement guarantee
Open a confidential search See how a search runs
1,200+
Senior closes since 2016
270+
Founders, CHROs & GCC leaders served
20K+
Engineers in our proprietary pool
93%
Still in role at 12 months
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A senior team member responds within one business day

The quality of a search is determined early. Start with the role, the context, and what a strong hire looks like at 12 months.

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A senior team member will review your enquiry and respond directly.

Selected clients
NBA · DNEG · Atlan · Loopio · Writesonic · Arya.ai · ketteQ · BRABENDER Group · Khatabook
Trusted on
Leadership and specialist search · India team builds · Off-market talent pools · High consequence hires
Who this is for

Leaders for capability centres and enterprise technology

A leadership appointment in Hyderabad usually has two audiences: the team that will work for the leader, and a parent company, board or head office that will judge the centre by that person. The search has to satisfy both. Talhive runs executive search for the people who make that appointment.

The people who brief us are parent-company executives, boards and CHROs of international companies, and the technology leadership of enterprise businesses. We take on a small number of mandates and keep a founder close to each, so the same people carry the search from brief to joining.

Roles we search

Leadership roles by remit, not by title

Titles vary between organisations. The remit is what we search against.

Capability centre head

Runs the centre for a parent company abroad: sets priorities, builds the leadership bench and carries the centre's reputation internally.

CTO and engineering heads

Own technology strategy and engineering delivery. Our guide on searching for a VP Engineering or CTO sets out the process.

Data and AI leaders

Take accountability for data platforms and applied AI, including governance. See what differs in AI leadership searches.

Functions covered
Technology
Engineering
Data and AI
Platform
Security
Product
Life sciences technology

Life sciences technology leadership needs its own brief

How we shape the search, not a claim about the sector.

Regulated work shapes the role.

A technology leader in pharma or life sciences answers to quality, validation and data-handling expectations. The brief should say which, so candidates can judge fit.

Two worlds, one leader.

Some appointments need fluency in both science-led and engineering-led cultures. We map candidates against that bridge, not against sector labels alone.

Reference depth matters.

References, conflict checks and notice planning start early, because the leader will be trusted with sensitive data and decisions.

Confidential process

Searching confidentially while the incumbent is in role

Replacing a sitting leader needs discretion at every stage.

  1. Stage one
    01

    Agree who knows.

    Confidentiality before outreach.

    • A short list of people briefed internally
    • Timing agreed with you, including the incumbent
    • How to answer questions from the team
  2. Stage two
    02

    Approach by name.

    Named, individual outreach.

    • No advertising and no broadcast
    • Company details withheld until terms are agreed
    • Passive mapping of leaders not applying
  3. Stage three
    03

    Assess and shortlist.

    Twelve dimensions, a maximum of five profiles.

    • Written synopsis for every profile
    • Reference and retention-risk view
    • Profiles shared only with the named group
  4. Stage four
    04

    Close and protect.

    The search ends at joining.

    • Offer strategy and counter-offer planning
    • Notice-period tracking until the start date
    • Handover timing planned with the incumbent

Replacing a leader quietly?

Read the confidential search guide
Dedicated against contingent

Dedicated search against contingent: what you give up

Contingent recruitment can suit a volume role. Here is where it stops serving a leadership mandate.

Contingent
Dedicated search
Effort
Spread across many open roles
Concentrated on a few mandates
Who is reached
Leaders who are visible and available
Leaders who are not looking
Discretion
Profiles may circulate widely
Named approaches only
Output
A wide set of CVs
At most five profiles, each with a synopsis
Incentive
Paid only on a placement
Milestone-based fees from the outset

Weighing the two models for a senior mandate?

Read the comparison
Commercial model

Milestone-based fees and a ninety-day replacement guarantee

Stated plainly, so a board can approve it.

Fees tied to milestones.

Milestones and amounts are agreed before work starts and set out in the engagement terms. Our guide to executive search fees explains the models.

A 90-day guarantee.

If a placement does not work out within ninety days, we replace the hire under the terms of the engagement.

Founder access.

A founder responds to every brief and stays close to the mandate, not only at the start.

Frequently asked

Questions boards ask before a leadership search

Plain answers to the questions we hear most often about this search.

Yes. We start with the remit and the parent company's expectations, then map leaders who have run comparable centres or functions. How the leader is employed, through your own entity, an employer of record or a partner, is a separate decision, so take legal and employment advice.
Approaches are named and individual, never broadcast. We agree confidentiality terms with you before outreach and with candidates before sharing company details. If the role replaces a sitting leader, we plan timing with you before any conversation begins.
Yes, for technology, data and AI leadership. The brief matters more than usual because regulated work shapes what good experience looks like. We will ask what the role touches and tell you honestly if the search needs a different approach.
Fees are milestone-based and agreed before work starts, so the board can see the commercial terms in advance. The milestones are written into the engagement terms for your mandate, alongside the replacement guarantee, and nothing is left to be negotiated after the shortlist.
We track the leader through their notice period until the start date and plan the offer and the counter-offer response together with you. Placements carry a 90-day replacement guarantee under the terms of the engagement, so you are covered after joining as well.

Open a confidential conversation with a founder.

Share what the leader must deliver and a founder will respond. We will tell you honestly whether dedicated search is the right route.

Open a confidential search
India + Vietnam operating base: strong overlap across Europe, APAC, and scheduled US client windows
Privacy handled with EU-aligned standards: all candidate and client data managed under GDPR-aligned data protection practices
Markets covered: India, North America, Europe, and APAC

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