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For Founders

The Startup Guide to
Technical Leadership

Everything non-technical founders need to know about building technology teams, hiring CTOs, and making smart technical decisions.

You're building something great. But if you're not technical yourself, the technology side of your startup can feel like a black box. This guide will give you the vocabulary, frameworks, and confidence to make smart decisions about your technical team.

Part 1

Do You Need a CTO?

Not every company needs a CTO — at least not right away. Here's how to think about when you need technical leadership:

You need a CTO if:

  • Technology is core to your product (you're building software, not just using it)
  • You're about to raise significant funding and investors are asking about your tech team
  • You have engineers but no one setting technical direction
  • You're making technology decisions you don't fully understand

You might not need a CTO yet if:

  • You're validating an idea and can use no-code tools
  • Your MVP can be built by contractors or a small team
  • You have a technical co-founder who can handle strategy (even part-time)
Part 2

Fractional vs. Full-Time CTO

A fractional CTO works part-time with your company — typically 10-20 hours per week. This model has become increasingly popular, especially for early-stage companies.

Fractional CTO

  • Lower cost (typically $5-15k/month)
  • Access to senior talent you couldn't afford full-time
  • Flexibility to scale up or down
  • Brings experience from multiple companies
  • Can start immediately (no long hiring process)

Best for: Pre-seed to Series A, companies with small engineering teams, specific projects or transitions

Full-Time CTO

  • Full dedication to your company
  • Deep context and relationship building
  • Can manage larger teams
  • Equity alignment
  • Signals commitment to investors

Best for: Series A+, companies with 10+ engineers, technology-first businesses

💡 Pro tip: Many companies start with a fractional CTO, then convert to full-time once they've found the right fit and have the budget. This "try before you buy" approach reduces hiring risk significantly.
Part 3

What to Look For in a CTO

The right CTO depends on your stage and needs. Here are the key dimensions to evaluate:

🔧 Technical Depth

Do they have hands-on experience with your technology stack? Can they code when needed, or are they purely managerial?

👥 Leadership Experience

Have they built and led engineering teams? At what size? Culture-building is as important as technical skills.

🏢 Industry Knowledge

Do they understand your market? Domain expertise can dramatically accelerate development.

📈 Stage Experience

Have they worked at companies your size? The skills needed at a 5-person startup differ from a 500-person company.

🗣️ Communication

Can they explain technical concepts clearly? Will they be effective with investors, customers, and non-technical team members?

🎯 Strategic Thinking

Do they think about technology as a business lever? Can they balance short-term needs with long-term architecture?

Part 4

The Hiring Process

Hiring a CTO is one of the most important decisions you'll make. Here's a process that works:

1

Define What You Need

Write down your must-haves vs. nice-to-haves. Be honest about what stage you're at and what you can afford.

2

Source Candidates

Use your network, work with specialized recruiters (like CTOer), and don't underestimate warm introductions from investors.

3

Initial Screen

30-minute culture and background call. Do they get excited about your problem? Do you want to work with them?

4

Technical Assessment

Have a technical advisor or investor help evaluate their technical chops. Focus on problem-solving approach, not trivia.

5

Deep Dive & References

Extended conversation about how they'd approach your specific challenges. Call references — ask about weaknesses.

6

Trial Period (if possible)

A paid trial project or fractional engagement can reveal fit better than any interview.

Part 5

Working with Your CTO

Once you've hired a CTO, here's how to set up for a successful partnership:

Set Clear Expectations

Define what success looks like in the first 30, 60, and 90 days. Agree on communication cadence and decision-making authority.

Trust, but Verify

You hired an expert — let them do their job. But stay informed. Ask questions until you understand, and request regular updates on key metrics.

Include Them in Strategy

Your CTO should be in the room for major business decisions, not just technical ones. Technology and business strategy should be aligned.

Have Honest Conversations

If something isn't working, address it early. Regular 1:1s should include space for candid feedback in both directions.

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Your CTO?

Let's talk about what you need and how we can help.

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