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Our Philosophy

Think like investors.
Act like operators.
Recruit like strategists.

The Errigo Group was founded on a single conviction: placing executives in deep tech requires a fundamentally different mental model — not just access to a bigger network, but pattern recognition built across hundreds of critical placements. CxOs, VPs, GMs, Advisory and Board Members. It demands a fundamentally different read on what great leadership looks like. Venture-backed startups to public companies — consistently, in markets where the technology is emerging and the stakes are high. We've done it enough times to know exactly what great looks like. We deliver it.

Selected Clients
Niobium
Xenter
Aehr Test Systems
Applied Brain Research
Kepler
Boston Materials
GlobalFoundries
Movellus
Thermo Fisher Scientific
GigOptix
ASM International
Nanometrics
Cymer
Flex Logix
Juniper Networks
Cradlepoint
How We're Different

Four principles that
define every search
we run.

01
Think Like Investors

Before we write a spec, we ask the same questions your board does: What is this hire supposed to accomplish in 12 months? What kind of leader thrives at this company's specific stage? What's the cost of the wrong bet?

We evaluate candidates through the lens of value creation, market timing, and team velocity — not just credentials and pedigree. Every executive we place is a bet on your company's trajectory, and we treat it that way.

02
Act Like Operators

We've spent nearly three decades embedded in semiconductor and deep tech companies. We know the difference between a VP who can build from zero and one who excels at scaling an existing team — and we know which one you actually need.

This operational fluency means we ask better questions, build better candidate profiles, and make fewer costly mismatches. We understand the work, not just the title.

03
Recruit Like Strategists

The best candidates for your role are almost certainly not on the market. They're most likely not responding to LinkedIn InMails.

Our network is deep, proprietary, and built over decades of genuine trusted relationships in the semiconductor and deep tech ecosystem. We know how to reach these people — and more importantly, how to compel them.

04
Due Diligence That Goes Deep

Our reference process is unlike anything most search firms do. We go beyond the references a candidate provides — we conduct independent back-channel checks through our network to validate performance, management style, cultural fit and technical depth, and utilize a proprietary scorecard system.

Multiple CEOs have called it "the best due diligence I've ever seen." That reputation is the foundation of our client relationships.

How We Work

A rigorous process
built for critical hires.

Every search follows a structured methodology, refined over 28 years and 100s of placements. Here's what working with us looks like.

Step 01
Discovery & Position Specification

We spend real time with your CEO, board members, and key stakeholders to understand not just the job description, but the strategic context, team dynamics, cultural expectations, and what success looks like at 6, 12, and 24 months.

We produce a detailed position specification that becomes our north star throughout the engagement. It's also the document we use to present the role compellingly to passive candidates.
Step 02
Targeted Market Mapping

We map the complete universe of qualified candidates — not just those who are visible and available, but the passive market leaders who aren't looking. This is where our network depth pays off.

We typically identify 60–120 potential candidates, then systematically research and prioritize based on alignment with the spec. Our target list is curated, not bulk-generated.
Step 03
Confidential Outreach & Qualification

We reach out to top candidates personally — executive to executive — no outsourcing to junior associates, no generic messages. Every conversation is tailored to the individual, built on our understanding of their career goals and the specific opportunity.

We conduct in-depth qualification interviews and referencing before presenting anyone to a client. By the time a candidate appears in your inbox, we've already screened for technical depth, leadership style, and cultural fit.
Step 04
Presentation of a Focused Slate

We don't overwhelm you with 20 candidates. We present a focused slate of 4–6 thoroughly vetted finalists — each with a detailed written assessment explaining why they belong on your shortlist.

Our written assessments and scorecard include technical qualifications, leadership track record, compensation expectations, motivation to make a move, and any potential concerns — documented with candor.
Step 05
Deep Due Diligence & Back-Channel References

Before offer, we conduct both formal references and independent back-channel checks through our network — talking to former colleagues, managers, board members, direct reports, and peers the candidate didn't list.

This is the phase that consistently sets us apart. We've surfaced critical information in this stage that changed hiring decisions — and protected clients from costly mistakes.
Step 06
Offer Management & Onboarding Support

We manage the offer process — including compensation benchmarking, negotiation strategy, and counteroffers — and stay engaged through the candidate's first 90 days to ensure a successful transition.

Our involvement doesn't end at the signed offer. We check in with both client and candidate during onboarding, and often well after, and are available as a resource throughout the guarantee period.
Why Specialization Matters

Why you shouldn't use
a generalist firm
for deep tech.

Most executive search firms recruit across every industry. That breadth means shallow networks, surface-level technical understanding, and candidates who look good on paper but don't understand the work.

"The difference between a search firm that understands your specific market and one that doesn't isn't marginal. It's the difference between finding the right leader and spending nine months on the wrong candidate."

✦
Technical fluency across semiconductor, AI silicon, and deep tech
We can assess technical claims, probe depth, and identify when a candidate is overselling their expertise.
✦
Relationships with passive candidates who don't respond to generalists
Senior semiconductor executives know us. That credibility opens conversations a generalist can't get.
✦
VC ecosystem integration — we speak the language of your board
We understand what investors need from executive teams and how hiring decisions affect your next funding round.
✦
Stage-appropriate matching — not just role-appropriate
A great Series D VP may fail at Series A. We've seen it enough times to have strong opinions about stage fit.
Let's Talk

Ready to experience
search done differently?

Tell us about the role. We'll be direct about whether we're the right fit — and if we are, we'll move fast.

Start a Conversation Meet Don Errigo