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If you’ve Googled “CTO job description,” chances are you’ve come across dozens of posts that all sound the same: long lists of bullet points, vague corporate jargon, and no real insight into what makes a Chief Technology Officer successful.
But here’s the truth—CTOs aren’t hired from checklists. They’re hired because they can lead teams, align tech with business goals, and scale systems that actually drive growth. And your job post needs to reflect that.
Unfortunately, most companies copy-paste their way through the hiring process, then wonder why they’re not attracting strong candidates.
That’s why we created this guide—to help you write a CTO job description that actually attracts visionary leaders, not just qualified ones.
We’ll walk you through:
- What a great CTO actually does (in plain English)
- Two standout job post examples (one for a seasoned CTO, one for a high-potential tech lead stepping up)
- A teardown of why they work
- A bad job description to avoid
- Pro tips for standing out
- Smart ways to use AI (without sounding robotic)
- Plus: a copy-paste template you can tailor in minutes
🔍 Before we dive in—if you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ instead of blending into the noise. Because your next hire might be your most important one—and it starts with how you describe the opportunity.
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What A Chief Technology Officer Actually Does
A Chief Technology Officer (CTO) is not just a technical expert—they’re a strategic leader who bridges the gap between your business goals and the technology needed to reach them.
They don’t just oversee engineers. They build systems, scale infrastructure, and make critical decisions that impact growth, security, and innovation. In a startup, the CTO might be writing code and hiring the first devs. In a larger company, they’re setting long-term tech strategy, managing product roadmaps, and guiding teams across multiple functions.
A great CTO is both a visionary and an operator—they think big, but they also make sure the tech actually works.
Here’s what a CTO typically does:
- Shapes the company’s technical direction in line with business goals
- Builds and leads the engineering team
- Oversees system architecture, infrastructure, and software development
- Makes key decisions around tools, platforms, and scalability
- Ensures security, performance, and compliance across the tech stack
- Communicates with non-technical stakeholders and aligns on strategy
And here’s what really matters: it’s not just about knowing the tech—it’s about building the right team, systems, and roadmap that move the business forward.
Two Great Chief Technology Officer Job Description Templates
✅ Option 1: Job Description For an Experienced CTO
📌 Job Title:
Chief Technology Officer (CTO) — Lead the Next Phase of Growth at NeuralCraft AI
💼 Type:
Full-Time | Remote-First | Equity + Salary
🧑💼 A Message from Our CEO
Meet the team and hear what we’re building:
🎥 Watch this 90-second Loom from our founder, Amir
🏢 Who We Are — NeuralCraft AI
NeuralCraft is an AI-powered SaaS company helping marketing teams automate content workflows—from ideation to personalization—without sacrificing brand voice.
We’re trusted by over 500 businesses across the U.S., UK, and Australia, and recently closed a $12M Series A led by Index Ventures. Now, we’re gearing up to scale our platform and team—and we’re looking for a seasoned CTO to lead the next chapter of our product and engineering evolution.
🔧 What You’ll Be Doing
- Define and execute our long-term technical roadmap alongside the CEO and Head of Product
- Oversee architecture, DevOps, infrastructure, and platform security (we’re on AWS, React, TypeScript, PostgreSQL)
- Hire, coach, and grow a globally distributed engineering team
- Ensure platform scalability, security, and data privacy across all clients
- Own technical KPIs that align with product velocity and uptime
- Bridge business, product, and engineering to maintain a lean, impact-focused culture
✅ What We’re Looking For
- 6+ years in engineering leadership (CTO or VP Eng at a SaaS company)
- Proven track record scaling B2B SaaS systems to 100K+ users
- Strong grasp of backend architecture, CI/CD pipelines, and cloud infra
- Deep belief in shipping fast, learning fast, and leading with clarity
- Excellent communicator across technical and non-technical teams
- Bonus: experience building AI or LLM-integrated applications
🌟 Why This Role Is a Great Fit
This is a high-ownership role. You won’t just manage a team—you’ll define the entire technical direction of a product that’s actively shaping the future of AI in marketing. You’ll have direct input into strategy, culture, and how we scale—plus a seat at the leadership table.
🎁 Perks & Benefits
- Competitive base salary + meaningful equity
- Remote-first, async-friendly culture (team across 4 time zones)
- Annual offsite retreats (past retreats: Lisbon, Cape Town)
- $3,000/year personal growth budget (books, courses, conferences)
- Premium health, dental & vision insurance (U.S. employees)
- Flexible time off + 20 paid vacation days annually
📥 How to Apply
We use WorkScreen.io to evaluate candidates based on how they think, not just what’s on their resume. You’ll complete a short, practical assessment designed to help us see your approach in real scenarios.
👉 Apply through WorkScreen here and we’ll be in touch soon.
✅ Option 2: Job Description For Entry Level/Willing To Train CTO
📌 Job Title:
Founding CTO — Build the MVP at PataRoute Logistics
💼 Type:
Full-Time | Equity-Only to Start | Hybrid (Nairobi Preferred)
🧑💼 Meet the Founders
🎥 Watch this short video from our co-founders, Faith & Brian
🏢 Who We Are — PataRoute Logistics
PataRoute is building a logistics coordination platform for small transport providers across East Africa. Right now, local shippers rely on WhatsApp, spreadsheets, and guesswork to coordinate deliveries—resulting in delays, missed orders, and rising costs.
We’re backed by DFS Lab, working with 10+ early pilot partners, and ready to build our MVP. We’re looking for a mission-driven engineer ready to co-found and own the tech side of our business from day one.
🔧 What You’ll Be Doing
- Build and ship the MVP (initial tech stack is React Native, Firebase, Node.js)
- Define the platform architecture for scale and connectivity in low-bandwidth environments
- Create the technical roadmap and sprint priorities
- Rapidly iterate based on field feedback from logistics partners
- Lead all tech decisions, from dev tooling to deployment
- Collaborate with founders on product, pitch decks, and investor conversations
✅ What We’re Looking For
- 3+ years of full-stack development experience (mobile preferred)
- Strong in React Native, Firebase, and API design
- Experience building and launching v1 products
- Bias toward execution, adaptability, and fast learning
- Passion for solving emerging market logistics challenges
- Bonus: background in logistics, fleet, or supply chain startups
🌟 Why This Role Is a Great Fit
You won’t be joining an existing structure—you’ll be building it. This is a true co-founder opportunity for someone ready to build something from the ground up and see their work impact real businesses. You’ll shape the tech, the culture, and the future of logistics in the region.
🎁 Perks & Benefits
- Founding equity (significant and negotiable)
- Full ownership of product and technical roadmap
- Flexible working hours and hybrid setup (we work out of Nairobi Garage)
- Access to global mentorship via DFS Lab and Catalyst Fund
- Relocation support if joining from outside Nairobi
- Future salary based on upcoming seed round
📥 How to Apply
We use WorkScreen.io to ensure a fair, transparent process. No resumes, no gatekeeping—just a short, practical evaluation to see how you think and build.
👉 Apply through WorkScreen here to get started.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Breakdown of Why These Chief Technology Officer Job Posts Work
✅ 1. The Job Titles Are Clear, Specific, and Purpose-Driven
- NeuralCraft AI doesn’t just say “CTO” — it adds context: “Scaling AI SaaS Product from Series A to Series B.”
This signals growth, product maturity, and strategic ownership — attracting candidates with scaling experience. - PataRoute Logistics leads with “Founding CTO — Build the MVP” which instantly tells the reader: this is a zero-to-one role, hands-on, and foundational. Perfect for builders.
✅ 2. The Intros Build Connection and Credibility
- Both posts include short videos from founders — this personal touch builds trust, puts a face to the company, and helps candidates feel invited, not just assessed.
- The “Who We Are” sections aren’t generic—they tell a story.
NeuralCraft highlights traction, funding, and team size. PataRoute explains the real-world problem and market it’s solving.
✅ 3. Responsibilities Are Framed Around Impact, Not Just Tasks
- Instead of listing duties like “oversee engineering,” NeuralCraft explains how the CTO will drive growth, hire a team, and align with business goals.
- PataRoute makes it clear the CTO will build the MVP, own tech strategy, and lead all decisions—perfect for entrepreneurial candidates.
This shift from “what you’ll do” to “what you’ll own and impact” attracts more invested applicants.
✅ 4. The Requirements Are Focused, Flexible, and Aspirational
- Both posts are specific without being rigid.
NeuralCraft asks for SaaS scaling experience and offers bonus points for AI/ML experience—but keeps the tone encouraging.
PataRoute emphasizes drive, adaptability, and problem-solving over elite credentials. - Each role describes the type of person they’re looking for (e.g., “bias toward execution,” “passion for building inclusive teams”), which helps candidates self-select more meaningfully.
✅ 5. Salary, Perks, and Benefits Are Transparent
- NeuralCraft clearly lists salary + equity, perks like offsites, a growth budget, and remote flexibility.
- PataRoute is honest about the equity-only stage and outlines non-monetary value: flexibility, global mentorship, hybrid workspace, and future upside.
Being upfront avoids wasting time and builds trust with serious candidates.
✅ 6. The Application Process Is Respectful and Modern
- Instead of “send CV,” both posts invite candidates to apply via WorkScreen.io, highlighting fairness, practical evaluation, and transparency.
- This signals that the company values real skills over resume keywords and respects candidate time.
✅ 7. The Tone Is Human, Warm, and Intentional
- Both job posts read like a conversation, not a contract.
Phrases like “shape the next chapter,” “true co-founder opportunity,” and “you’ll define the entire technical direction” reflect trust and empowerment.
This kind of tone connects with mission-driven leaders who want to feel ownership—not just employment.
Bad CTO Job Description Example (And Why it Fails)
📌 Job Title:
Chief Technology Officer
🏢 Company:
Global Innovations Ltd.
💼 Type:
Full-Time
📝 Job Summary:
We are seeking an experienced Chief Technology Officer to oversee all technical aspects of the company. The CTO will be responsible for the organization’s technological development, IT operations, and digital transformation strategy.
🛠 Key Responsibilities:
- Manage technical teams
- Oversee IT infrastructure and software development
- Evaluate and implement new technologies
- Develop and execute technology strategy aligned with company goals
📋 Requirements:
- Bachelor’s degree in Computer Science or related field
- 8+ years of experience in tech leadership
- Strong knowledge of software systems and IT operations
- Excellent communication and project management skills
📥 How to Apply:
Interested candidates should send their CV and cover letter to hr@globalinnovations.com. Only shortlisted applicants will be contacted.
❌ Why This Job Post Falls Flat
1. The Job Title Is Generic and Uninspiring
- “Chief Technology Officer” gives no context—what kind of company? What stage of growth? What impact does the role have?
- Strong candidates scroll past this because it sounds like every other listing.
2. The Intro Is Cold and Impersonal
- The “Job Summary” reads like it was copied from a textbook.
- There’s no story, no mission, and no hook to help the reader understand why this role matters.
3. No Insight Into the Company
- What does Global Innovations Ltd. do? Who do they serve? What makes them different?
- Without this context, it’s impossible for candidates to feel connected—or excited.
4. Responsibilities Are Vague
- “Manage technical teams” and “oversee IT infrastructure” could apply to any company.
- There’s no mention of team size, current challenges, or future goals. It’s all generic filler.
5. No Mention of Culture, Values, or Leadership Style
- The post gives no sense of how the company operates, what kind of leader they’re looking for, or what kind of culture the CTO would be stepping into.
- Candidates care about how they’ll work, not just what they’ll work on.
6. No Salary, Equity, or Benefits
- Lack of transparency immediately makes top candidates suspicious—or uninterested.
- Compensation isn’t everything, but withholding it signals a lack of respect for the candidate’s time and decision-making.
7. The Hiring Process Feels Dismissive
- “Only shortlisted candidates will be contacted” is cold and outdated.
- There’s no clarity on timeline, next steps, or what candidates can expect—this hurts the candidate experience.
8. The Tone Is Robotic
- This post reads like it was generated by a policy manual—not by a company trying to connect with future leaders.
- It lacks warmth, vision, or purpose—and that’s exactly why great candidates would pass it by.
Bonus Tips to Make Your CTO Job Post Stand Out
🔐 1. Add a Security & Privacy Notice
This is particularly important for senior roles where candidates may be more cautious about phishing scams, fake listings, or data misuse.
Add a short, trust-building line like:
“Important Notice: We take the privacy and security of job applicants seriously. We will never ask for payment or personal financial information during any part of our hiring process.”
This shows professionalism and builds trust from the first interaction.
🌴 2. Mention Paid Leave or Flex Time
Even senior executives want balance. Mentioning time off shows respect for wellness and signals that your company values rest as much as performance.
“Enjoy up to 25 paid days off annually, plus flexible hours so you can work when you’re at your best.”
Bonus: Add whether your company supports digital detox periods, parental leave, or unlimited PTO (if applicable).
📚 3. Highlight Training, Growth, or Advisory Access
Many CTOs are hungry to stay sharp—especially with fast-evolving fields like AI and security. Show you invest in leadership growth:
“We offer a $3,000 annual personal development budget for books, courses, and tech conferences. You’ll also get monthly access to our investor advisory network to support your strategic growth.”
This kind of benefit signals long-term partnership—not just employment.
🎥 4. Include a Short Video From the CEO or Founders
You already used this in your good job post examples—and it works beautifully.
A 60–90 second Loom or YouTube clip helps the role feel human, urgent, and real.
“We’re excited to find the right partner for this role. In this short video, I’ll walk you through what we’re building, why this hire matters, and what we hope you bring to the team.”
(Link to Loom)
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
🧭 5. Map Out the First 90 Days
Serious candidates love clarity. A short “What You’ll Tackle in Your First 90 Days” section gives your post more depth and helps applicants visualize success.
- Week 1–2: Get familiar with our current tech stack and meet the team
- Week 3–4: Audit platform scalability and security bottlenecks
- Month 2: Align on tech roadmap with product + founders
- Month 3: Begin hiring your first 2 engineers and lay groundwork for new features
These small additions help your job post stand out in all the right ways—especially when hiring for high-trust, high-ownership roles like CTO.
Should You Use AI to Write a CTO Job Description?
Lately, it feels like everyone is using AI to write job descriptions—especially tools built into ATS platforms like Manatal, Workable, and Recruitee.
And while AI can be helpful, it can also hurt your hiring efforts if used carelessly.
Let’s break it down.
⚠️ Why You Shouldn’t Rely on AI Alone
One-click job descriptions are fast, but they come at a cost:
- They’re often generic and lifeless, packed with buzzwords like “synergy” and “innovative solutions.”
- They attract low-intent candidates who apply to everything without reading the post.
- And worst of all? They reflect poorly on your brand. For many candidates, your job post is the first impression they get of your company.
If it reads like it was churned out in seconds, top candidates will treat it the same way—by scrolling past.
✅ The Right Way to Use AI for Job Posts
Think of AI as your co-writer, not your ghostwriter. You feed it the context, tone, and building blocks. It helps you shape and polish.
Here’s how to get better results:
💬 Prompt it with Real Inputs
Instead of typing:
“Write a CTO job description.”
Try this:
“Help me write a CTO job post for our company, NeuralCraft. We’re an AI SaaS company that helps marketing teams automate content creation. We just raised a $12M Series A and are hiring a CTO to scale our platform, lead the engineering team, and align tech with business growth. We want someone who has experience scaling SaaS, building with AWS, and mentoring teams. Our culture is remote-first, async-friendly, and product-driven. We offer $180K–$210K salary, equity, flexible PTO, and a $3K annual learning budget. We care deeply about transparency and respectful hiring. Here are a few notes I’ve written to get you started: [paste your notes] ”
That gives AI something meaningful to work with—and what it gives you back will actually sound like you.
🧠 Use AI to Help With:
- Organizing structure (especially if you ramble when you write)
- Improving flow, clarity, or tone
- Rewriting paragraphs in a more human, conversational style
- Cutting fluff or jargon
- Rephrasing benefits in a punchier way
But always review, revise, and customize before publishing.
🛠 Pro Tip:
If you already wrote your own draft (even messy bullet points), you can paste it into AI and say:
“Turn this into a warm, thoughtful CTO job description with a strong intro, defined responsibilities, a transparent process, and an inspiring tone. Keep it honest. Sound like a real founder—not a corporate job board.”
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Copy-Paste CTO Job Description Templates
✅ Option 1: Conversational, Culture-First CTO Job Description
📌 Job Title:
Chief Technology Officer (CTO) — Scale Our SaaS Platform
🏢 Company:
[Company Name]
[Location or “Remote”] | [Full-Time or Contract] | [Insert Salary Range] + Equity
🎥 From the CEO:
Here’s a short video on what we’re building and why this role matters → [Insert Video Link]
Who We Are
At [Company Name], we help [briefly describe what your company does and who you serve — e.g., “healthcare providers streamline patient communication through secure messaging software”].
We’re entering a new phase of growth and are looking for a CTO who’s ready to scale systems, grow a strong engineering culture, and help us align tech decisions with real business outcomes.
What You’ll Be Doing
- Lead the technical direction and long-term roadmap
- Build and scale the platform infrastructure (we use [insert stack, e.g., AWS, React, Node.js])
- Hire and mentor engineers across product and platform
- Collaborate with product, operations, and growth teams
- Ensure high performance, security, and system reliability
- Represent engineering at the leadership level
What We’re Looking For
- 5+ years in engineering leadership
- Proven experience scaling SaaS or product-based platforms
- Deep knowledge of cloud infra, DevOps, and team building
- Clear communicator who bridges tech and business
- Bonus: experience with [insert domain-specific bonus, e.g., AI, fintech, mobile, etc.]
Why This Role Is a Great Fit
This is a high-impact, high-ownership role. You’ll define how we scale and what we build. You’ll be working directly with founders who value clarity, trust, and action. We’re not hiring a manager—we’re hiring a builder who leads.
Perks & Benefits
- [Insert base salary range] + equity
- Remote or hybrid setup
- Health, dental, and vision coverage (if applicable)
- 20–25 paid days off + flexible hours
- Personal growth budget (books, courses, conferences)
- [Optional] Annual offsite retreat
How to Apply
We use WorkScreen.io to evaluate candidates based on how they think and solve problems—not just what’s on their resume.
👉 Apply here: [Insert WorkScreen Link]
🧱 Option 2: Traditional Format – Job Brief + Responsibilities + Requirements
📌 Job Title:
Chief Technology Officer (CTO)
[Location or “Remote”] | [Full-Time] | [Company Name]
🎥 From the Team:
Here’s a short video introducing our company and this role → [Insert Video Link]
Job Brief
[Company Name] is hiring a Chief Technology Officer to lead our product development and technical strategy as we scale. You’ll oversee all technology operations, define system architecture, and ensure the platform grows reliably with the business.
Key Responsibilities
- Develop and implement technical strategy aligned with company goals
- Lead the engineering team and build hiring processes for growth
- Oversee software development, system architecture, and infrastructure
- Manage security, performance, and compliance standards
- Collaborate with executive leadership on product and roadmap decisions
Requirements
- Proven experience as CTO, VP of Engineering, or similar leadership role
- Background in building scalable SaaS or product platforms
- Deep understanding of cloud architecture and development frameworks
- Experience hiring and managing engineering teams
- Strong communication and leadership skills
- Bonus: exposure to [insert relevant domain: AI, fintech, consumer apps, etc.]
Perks & Benefits
- [Insert salary range] + potential equity
- Flexible work location (remote or hybrid)
- Health, dental, and vision insurance (if applicable)
- Generous paid time off (20–25 days recommended)
- Budget for learning & development
How to Apply
We evaluate applicants through WorkScreen.io. It’s a simple, skill-based process that helps us focus on how you think and what you bring—not just what’s on paper.
👉 Apply via WorkScreen: [Insert WorkScreen Link]
Let WorkScreen Handle the Next Step
Once your job post is live, the next challenge is filtering through applications and finding the candidates who actually match what you’re looking for.
That’s where WorkScreen.io comes in.
WorkScreen helps you hire faster, smarter, and with more confidence—by automatically evaluating applicants based on performance, not just resumes.
Here’s what you get:
✅ Quickly Identify Your Top Candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
✅ One-Click Skill Tests, Built-In
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
✅ Filter Out Low-Effort or AI-Generated Applicants
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
✅ A Fair, Transparent Experience for Candidates
WorkScreen also improves candidate experience. Instead of ghosting or gatekeeping, every applicant goes through the same fair process—building trust with your brand and reducing drop-offs.
Start Hiring Smarter If you’ve written a strong job post, don’t let it go to waste.
FAQ
While every company’s needs are different, great CTOs typically combine deep technical expertise with leadership and strategic thinking. Here are some core skills to look for:
- Technical architecture & system design — Can they scale your infrastructure reliably?
- Team building & mentorship — Can they hire, lead, and retain engineers?
- Product collaboration — Can they work cross-functionally with product and business teams?
- Decision-making under pressure — Can they balance speed with stability?
- Communication skills — Can they explain complex technical issues to non-technical stakeholders?
- Security & risk awareness — Can they build systems that are secure, compliant, and resilient?
Bonus points if they’ve led 0→1 or 1→100 technical phases before—depending on your company’s stage.
CTO salaries vary widely depending on location, company stage, and whether equity is part of the package.
- Early-stage startups:
$80K–$160K base salary + significant equity (0.5%–3%)
Sometimes equity-only at the idea or MVP stage - VC-backed growth-stage companies:
$160K–$250K base salary + equity (0.3%–1.5%) - Enterprise or late-stage companies:
$250K–$400K+ base salary + long-term bonuses, options, or RSUs
Note: U.S.-based remote CTOs tend to command higher compensation, while local-market CTOs in regions like Africa or Southeast Asia may have lower base expectations, depending on cost of living.
There’s no perfect rule, but here are common signals:
- You’re building a product and need technical leadership from day one (0→1 phase).
- Your MVP is live, and you need someone to scale infrastructure and hire engineers.
- You’re raising a round and investors expect a solid technical founding team.
- You’re hitting performance, security, or reliability issues you can’t solve internally.
- You need a strategic partner who can align tech choices with long-term business goals.
- A CTO is responsible for long-term tech vision, architecture, innovation, and alignment with business strategy.
- A VP of Engineering is focused on execution—managing teams, shipping features, improving delivery velocity.
In some companies, the CTO is more outward-facing and strategic, while the VP Eng runs the day-to-day engineering org. Both are critical—but they serve different purposes.
