For new engineering leaders
Just became CTO or VP Engineering?
Your first engineering hires shape what you can ship over the next 12 months. We help new leaders assess the team, find the gaps, and build a hiring plan — in your first 90 days, when it matters most.
New leaders are far more likely to make changes and bring in partners in their first 90 days — the plan you set now compounds for a year. So set it deliberately.
01 / First 90 days
A plan, not a scramble.
Assess & benchmark
Evaluate the current team, identify technical gaps, and get Pakistan compensation benchmarks for the roles you'll need.
Map & search
We map the Pakistan talent market for your gaps and start senior searches — ranked shortlists, not résumé piles.
Close & plan wave 2
Close one or two key hires and lay out the second hiring wave so momentum doesn't stall.
02 / How we help
What you get from Edenic.
Evaluate your current team
An outside read on strengths, gaps, and where the roadmap is at risk.
Identify the real gaps
Often it's not 'another dev' — it's a specific missing capability.
Pakistan comp benchmarks
Know what senior roles actually cost before you plan headcount.
Map available talent
See who's realistically hireable for your stack and stage.
Build your first offshore pod
A managed, senior team without the US salary shock.
A 30/60/90 hiring plan
A concrete plan you can take to your board.
Build your first-90-days hiring plan.
Tell us where you just landed. We'll help you assess, plan, and hire.
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