Retained Executive Search · Austin, Texas
Boutique search for companies where the hire actually matters.
Whiterock Partners works with a small number of venture- and growth-backed technology companies each year on CEO and C-level searches. Founded in 2003. Greater than 99% completion rate. Four searches maximum at any time.
Get in touch →Boutique by design.
Different where it matters.
No leverage model
Scott develops the search strategy, does the industry research, builds candidate lists, writes position specs, conducts interviews, and manages reference checks. You work with the person who owns the outcome — not a junior associate handing off at the end.
Selectivity
We limit simultaneous searches to four. We turn down work where candidate profiles overlap with existing clients. The clients we take on get full attention. When we're at capacity, we'll tell you directly.
Austin depth
Over half our clients are headquartered in Texas or have a significant Texas presence. Twenty-plus years building the Austin tech executive network means we know who's actually performed, who's available, and who's a fit — before the first call.
Fixed fees · Money-back guarantee
We charge a fixed fee, typically between $70K and $100K — no 33% contingency, no indirect expenses. We offer a 100% money-back guarantee during the course of the search, at any time, for any reason. No client has ever asked for their money back.
"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 · Chief Executive Officer, Knack
Seven phases.
One person responsible.
Building the foundation
Scott interviews everyone involved in the search — everyone who will interview candidates. The goal: understand ideal candidate profiles, how each person will assess, and where expectations may quietly diverge. We create a position spec, candidate scorecard, and intro email. We typically launch with 75–100 candidates on the list.
Launch
Searches launch Sunday early evenings — executives check email before the start of the work week, and response rates are measurably higher. Our first weekly status call is the Friday after launch. We typically have 8–12 interested candidates by then.
Calibration
After launch, Tina screens candidates, then Scott conducts Zoom interviews. We like the client to interview 2–3 calibration candidates early to confirm alignment. The ideal candidate profile almost always evolves based on early interviews — this is expected and healthy.
Turn the crank
Over the next 30 days, we continue interviewing and passing strong candidates to the client. We collect real-time compensation data to build an accurate comp picture. Goal: 3–5 strong candidates entering the next phase.
Narrow the funnel
Top 3–5 candidates meet with a broader set of executives and board members. Goal: identify the top one or two. Usually 1–2 weeks.
Final presentation
Top 1–2 candidates prepare a presentation: what would you do if you got this job? Candidates sign an NDA and access a data room. We prefer late-afternoon presentations followed by dinner with the board or executive team.
The close
Reference checks, compensation negotiation, closing assistance. Our job is a yes that both sides feel good about — not a closed deal at any cost. Most searches close in 90 to 120 days from kick-off to accepted offer.
In their words.
"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."
"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."
"If he 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. People don't have the local network and the trust-based relationships where others will feel comfortable saying that. That's the biggest differentiator."
"Being a real thought partner along the way is critical. Scott asks the hard questions — and that level of pushback, combined with his experience, means you're not just getting a recruiter. You're getting an advisor."
Selected engagements since 2003.
CEO
- TeleVet
- Datical
- Hart InterCivic
- Novi Labs
- Hangar
- Graylog
- PeopleAdmin
- Bulldog Solutions
- Infochimps
- Innography
CFO · COO · President
- Actian
- Compeat
- Hart InterCivic
- Zilliant
- OutboundEngine
- Zinda
- Ayata
- eMachines
- Belo Interactive Media
CTO · CRO · CMO
- Alert Logic
- CS Disco
- MacroFab
- Camp Gladiator
- TrendKite
- ResMan
- LeanDNA
- Eventus
- M-Files
- Zello
Two people.
Every search.
Scott founded Whiterock Partners in 2003. A former computer scientist with BS and MS degrees in Computer Science, he moved to Austin for business school at UT, then spent three years at McKinsey & Company before becoming a recruiter. He is the author of The Little White Book of Recruiting and Navigating Successful Job Transitions, and provides free job search coaching to a group of 20+ senior tech executives.
Tina Molock, Senior Associate, has been with Whiterock for over 16 years. She manages top-of-funnel process, candidate outreach, and all scheduling. Previously at Connett & Company and Heidrick & Struggles.
Start a conversation.
If you're a venture- or growth-backed technology company looking to fill a CEO or C-level role, reach out directly. If we're at capacity or the search isn't a fit, we'll say so clearly.
scott.uhrig@whiterockpartners.com