Retained Executive Search for Tech Companies

Consultant-level partnership. Rigorous process. Unmatched results.

Whiterock Partners finds transformative executives for venture-backed, private equity-backed, and founder-led companies. We don't work like traditional recruiters. We work like advisors — sharpening your role, challenging your assumptions, and delivering candidates you trust.

99%+

Completion Rate Since 2003

100%

Money-Back Guarantee

Partner-Led

High-Touch Process

Scott Uhrig

Ex-McKinsey, 20+ Years

The Whiterock Difference

Thought Partner, Not Vendor

Being a real thought partner along the way is critical. Scott asks "Are we sure about that? Are we sure that's the right profile?" That level of pushback, combined with his experience, means you're not just getting a recruiter — you're getting an advisor. The fact that it's a smaller firm actually allows him to do this better.
Derek Hutson
CEO, Knack
Why it matters: Scott's consulting background (ex-McKinsey) means he understands your business, not just your hiring needs. He challenges specs, sharpens roles, improves decisions.

Austin-Rooted Trust Network

If Scott called me and asked me about somebody, I would absolutely give him exactly what it is — things I'd never share with a recruiter I didn't know and trust.
Zeynep Young
CEO, Otto
Why it matters: Two decades building trust-based relationships. People share candid intelligence with Scott that they won't share with generic recruiters. That intelligence is your edge.

Rigor From Day One

Scott's done a good job of understanding the stakeholders and different perspectives on what the job actually is. That level of rigor in prepping to launch the search is a differentiator. I've done searches with other firms, and rarely do I see that.
Derek Hutson
CEO, Knack
Why it matters: Week 1 isn't candidate sourcing — it's preparation. Scott interviews stakeholders, builds consensus on the role, defines the profile. Most recruiters skip this.

AI That Improves Judgment

When Scott took all 10 pieces of really detailed interview feedback, fed it into Claude, and did a summary for me — oh my God. That's just gold. Any high performer is thirsty for that. And if you can get that in-process, you can take what you learned from interview one and apply it to interviews two, three, and four. It compounds positively.
Jim Kaskade
CEO, Centrilogic
Why it matters: Whiterock uses AI to synthesize candidate feedback in-process, so you learn faster, adjust quickly, and make better decisions.

How It Works

1

Foundation (Weeks 1-2)

  • Interview all stakeholders
  • Define the role with precision
  • Build candidate evaluation framework
  • Start strategic sourcing (75-100 targets)
2

Launch

  • Release candidate search on Sunday evening
  • Tina manages top-of-funnel outreach
  • First weekly status call
  • Early responses collected (8-12 typically)
3

Calibration

  • Early candidate interviews
  • You interview calibration candidates (2-3)
  • Role profile evolves based on candidate reality
  • Alignment check with your team
4

Turn the Crank (30 days)

  • Continuous candidate interviews
  • Real-time comp data collection
  • Strongest candidates passed to you
  • Live compensation survey built
5

Narrow the Funnel

  • Top 3-5 candidates meet broader team
  • Identify top 1-2 finalists
  • Board involvement deepens
  • Reference check prep begins
6

Final Presentation

  • Finalist presents to board/leadership team
  • NDA, data room access, Q&A
  • Board takes finalists to dinner
  • Feedback gathered in real-time
7

Close

  • Reference checks
  • Offer negotiation support
  • Closing support and alignment
  • Onboarding handoff

What Clients & Candidates Say

I've been at Mercury almost 8 years now and in that time frame I've used Whiterock half a dozen times, and I can't recall ever having a bad experience.
Heath Butler
Partner, Mercury Fund (6+ searches, 8+ years)
One of the things I like about Scott is he's very smart. In a world where this space can feel commoditized, one differentiator is intellectual horsepower — someone who can understand the client's business quickly and actually contribute to changing the thinking about what role is required.
Rob Taylor
Operating Partner, Silverton Partners
Scott probably does a better job than a lot of recruiting firms at understanding not just the size and nature of the business, but also the character and culture of the company, trying to make sure that's a good match for candidates.
Derek Hutson
CEO, Knack
He did a lot of the work for me. I like the methodology, the evaluation process, and the speed and cadence with which he talks to candidates before they ever get to me. It saves my time.
Sean Forbes
Chairman, Lone Star Tangible Assets
With Scott and Tina, it's always timely and it's valuable information, whether it's positive or negative, you hear the information, you're not left dangling. There's always a consistent level of professionalism.
Ron Burr
Founder & Former CEO, Net Zero
Scott did a great job keeping me informed during the process and advocating for me. I enjoyed working with Scott to land my CBO role and would love to stay in touch.
Rachel Krug
Chief Business Officer, SenseIP

Ready to Find Your Next Executive?

Let's talk about your role, your needs, and how Whiterock can help.