Recruiting from someone who's sat in the seat.

Konezion places technology, accounting & finance, and executive talent — led by a search professional with 20+ years of hands-on operating experience in the functions we recruit for.

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How we work
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A job description is a translation.

Something usually gets lost.

Hiring managers write job descriptions in shorthand, assuming the recruiter will understand the substance underneath. Most of the time, that assumption doesn't hold—and the cost shows up as candidates who look right on paper and fall apart in a technical interview, or a controller hire who can't close the books without help.

“Konezion closes that gap at the source: searches led by someone who has built enterprise architecture, run cybersecurity programs, and sat on the other side of the hiring table as a CIO.”

Where We Focus

Konezion's search work is weighted heavily toward technology — roughly 80% or more of what we place — with accounting/finance and executive searches rounding out the practice.

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Technology

Engineering, infrastructure, data, cybersecurity, architecture, CRM/Salesforce, digital workplace, and technical leadership — the core of our practice.

Example roles: Software Engineers, DevOps/Infrastructure Engineers, Cybersecurity Analysts & Managers, Data/Enterprise Architects, Salesforce Administrators & Architects, IT Directors, VP/CTO/CIO.

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Accounting & Finance

From individual contributors to finance leadership, screened against a real accounting foundation.

Example roles: Staff/Senior Accountants, Controllers, FP&A, Finance Managers, Directors of Finance.

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Executive & C-Level

Senior leadership searches, run with discretion — including technology, finance, and operating executives evaluated peer-to-peer rather than through a generic executive-search template.

Example roles: CIO, CTO, CFO, COO, VP-level and above.

Submit a Role / Tell us what you're trying to accomplish

What happens after you reach out

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Every search starts with understanding the actual problem, not just the job title — then runs through a defined process so you always know where it stands.

Tell us what you're trying to accomplish
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Two women sitting across from each other at a table, smiling, holding hands, with a cityscape visible through large window behind them.

01 - Understand

We start with what you're actually trying to accomplish: the problem the role needs to solve, not just the requirements list.

A woman with dark hair in a bob haircut, wearing a black shirt, is sitting at a desk working on a computer. She appears to be deep in thought, with her right hand touching her chin. The computer screen displays lines of colorful code, indicating she might be programming or coding. The desk has a keyboard, a white mouse, and a small keyboard controller. The environment looks like a workspace with natural light coming in from the side.

02 - Scope

We translate that into a real evaluation criteria — technical depth, financial judgment, or leadership scope, depending on the role.

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03 - Source

We reach active and passive candidates, tracking every outreach from first contact.

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04 - Evaluate

Candidates are screened by someone fluent in the actual work, not just the resume language.

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05 - Close

We stay engaged through offer, negotiation, and acceptance.

Executives respond to executives.

When we reach out to a senior engineer, a controller, or a CFO candidate, the conversation is with someone who has run comparable budgets, teams, and systems — not a script. That's especially true at the executive level, where a generic outreach message is often the reason a strong candidate never responds at all.

When the need isn't a search

Some engagements call for strategy, interim support, or hands-on help with a specific project — technology operations, systems evaluation, or organizational transitions — rather than a new hire. Konezion takes on this work directly, led by the same operating experience behind every search.

Talk to us about a project

Frequently Asked Questions

  • Our founder's operating background is in enterprise technology — 20+ years across infrastructure, architecture, cybersecurity, and CIO-level leadership. We recruit most heavily where that depth adds the most value, though we also place accounting/finance and executive roles.

  • A generalist recruiter learns your role's terminology; Konezion's founder has built the systems the role is responsible for. That shows up in more accurate screening and conversations candidates take seriously.

  • Yes — executive searches are run with discretion as standard practice.

  • es. KORE was built internally, from our own recruiting experience and operational need, and we use it to run every search. (https://kore.cloud)

  • Yes — see Consultancy for strategy, interim support, and special projects.

Tell us what you’re trying to accomplish

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