How to hire a chief executive officer/chief technology officer

How to hire a chief executive officer/chief technology officer, step by step

Here's a step-by-step chief executive officer/chief technology officer hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a chief executive officer/chief technology officer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new chief executive officer/chief technology officer
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a chief executive officer/chief technology officer, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A chief executive officer/chief technology officer's background is also an important factor in determining whether they'll be a good fit for the position. For example, chief executive officer/chief technology officers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list shows salaries for various types of chief executive officer/chief technology officers.

   Type of Chief Executive Officer/Chief Technology Officer	Description	Hourly rate
   Chief Executive Officer/Chief Technology Officer	Top executives devise strategies and policies to ensure that an organization meets its goals. They plan, direct, and coordinate operational activities of companies and organizations.	$55-116
   President	Presidents are usually the highest-level executives in an organization. They oversee the whole company... Show more	$54-155
   Owner	Owners, in the most basic sense, own the business, company, or organization. They are responsible for building the business... Show more	$28-64

   Show more

2. Create an ideal candidate profile

   Common skills:

   • R
   • Infrastructure
   • Windows
   • C++
   • Architecture
   • Web Site
   • Strategic Partnerships
   • Cloud
   • SQL Server
   • Desktop
   • Android
   • IP
   • PHP
   • Software Development

   Check all skills

   Responsibilities:

   • Manage VOIP program and offerings.
   • Monitor and manage vendors for SLA compliance and contract obligations.
   • Identify and lead key acquisition of subscription payments technology for SaaS applications.
   • Establish customer and partner relationships, lead project development including architecture and execution.
   • Drive scrum ceremonies, manage artifacts, provide guidance to teams that promote collaboration/ productivity, identify and address dependencies/ impediments.
   • Offer installation and maintenance for UNIX, Linux, and Microsoft platform servers and PCs.

   More chief executive officer/chief technology officer duties

3. Make a budget

   Including a salary range in your chief executive officer/chief technology officer job description helps attract top candidates to the position. A chief executive officer/chief technology officer salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a chief executive officer/chief technology officer in Indiana may be lower than in Hawaii, and an entry-level chief executive officer/chief technology officer usually earns less than a senior-level chief executive officer/chief technology officer. Additionally, a chief executive officer/chief technology officer with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average chief executive officer/chief technology officer salary

   $167,195yearly

   $80.38 hourly rate

   ---

   Entry-level chief executive officer/chief technology officer salary

   $115,000 yearly salary

   Updated December 15, 2025

   Average chief executive officer/chief technology officer salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$242,401	$117
   2	California	$202,642	$97
   3	Massachusetts	$175,554	$84

   Average chief executive officer/chief technology officer salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	TAPPI	$183,229	$88.09
   2	Orbit International	$177,257	$85.22
   3	Kellton Tech Solutions	$176,237	$84.73	1
   4	WTS International	$173,644	$83.48
   5	Insightly	$169,604	$81.54

4. Writing a chief executive officer/chief technology officer job description

   A chief executive officer/chief technology officer job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a chief executive officer/chief technology officer job description:

   Chief executive officer/chief technology officer job description example

   Why this role is important to us;
   
   The heart of State Street Alpha is our front- and middle-office technology, Charles River IMS, working seamlessly with our middle- and back-office services. Clients in more than 30 countries rely on Charles River IMS to manage more than US$30 trillion* in assets.
   

   • Alpha Platform Leader and CTO Commercial Software will be Accountable for Alpha Platform including Alpha Data Platform, AlphaCloud, NextGen Commercial Software Services and Strategic Integrations with State Street and strategic 3rd parties including leadership for strategy, product development, operations and key financial metrics

   
   
   What you will be responsible for:
   

   • Chief Technology Officer for Charles River Development, Mercatus and Alpha Platform accountable for all aspects of architecture, product engineering and infrastructure
   • Overall technology lead for driving CRD/Alpha Platform to #1 industry platform for investment management
   • Key executive supporting our State Street Alpha strategy and part of the State Street Alpha leadership team
   • Lead role in engaging strategic 3rd party technology, data, analytics and software firms across strategic partnering, M&A and strategic integrations
   • Engagement of clients and stakeholders regarding the strategic direction, roadmap and value creation of CRD/Alpha Platform

   
   
   Education & Preferred Qualifications:
   

   • Proven, global Chief Technology Officer for leading commercial, cloud software firm
   • Deep experience in creating new, cloud native, commercial software and data platforms
   • Deep experience in transition legacy commercial software to modern, cloud native architecture
   • Experience with financial services firms, ideally in the investment management and wealth management industries

   
   About State Street
   
   What we do. State Street is one of the largest custodian banks, asset managers and asset intelligence companies in the world. From technology to product innovation, we're making our mark on the financial services industry. For more than two centuries, we've been helping our clients safeguard and steward the investments of millions of people. We provide investment servicing, data & analytics, investment research & trading and investment management to institutional clients.
   
   Work, Live and Grow. We make all efforts to create a great work environment. Our benefits packages are competitive and comprehensive. Details vary by location, but you may expect generous medical care, insurance and savings plans, among other perks. You'll have access to flexible Work Programs to help you match your needs. And our wealth of development programs and educational support will help you reach your full potential.
   
   Inclusion, Diversity and Social Responsibility. We truly believe our employees' diverse backgrounds, experiences and perspectives are a powerful contributor to creating an inclusive environment where everyone can thrive and reach their maximum potential while adding value to both our organization and our clients. We warmly welcome candidates of diverse origin, background, ability, age, sexual orientation, gender identity and personality. Another fundamental value at State Street is active engagement with our communities around the world, both as a partner and a leader. You will have tools to help balance your professional and personal life, paid volunteer days, matching gift programs and access to employee networks that help you stay connected to what matters to you.
   
   State Street is an equal opportunity and affirmative action employer.
   
   Discover more at StateStreet.com/careers

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right chief executive officer/chief technology officer for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your chief executive officer/chief technology officer job on Zippia to find and recruit chief executive officer/chief technology officer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit chief executive officer/chief technology officers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new chief executive officer/chief technology officer

   Once you've found the chief executive officer/chief technology officer candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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