The 7 Types of CTOs: Which One Does Your Company Need?

Last Updated on 2025-10-05

I’ve worked with over 200 CTOs, and I can predict within 5 minutes which offshore partnerships will succeed and which will fail.

It’s not about their technical skills or the offshore company they choose.

It’s about their CTO leadership style.

Here’s the thing nobody talks about: The “Firefighter” CTO—the one always jumping from crisis to crisis—actually has the HIGHEST success rate with offshore development. Sounds backwards, right? Every consultant tells Firefighters to “get organized first” before going offshore.

They’re wrong.

Firefighters need strategic offshore partners more than any other CTO type. Let me show you why.

What Are the 7 Types of CTOs?

Before we dive deep, here’s the framework. See if you recognize yourself.

1. The Firefighter CTO—Reactive, crisis-driven, always urgent
2. The Architect CTO—System-focused, long-term planner
3. The Scaling Expert CTO—Growth-focused, process-oriented
4. The Technical Purist CTO—Quality-obsessed, hands-on
5. The Business Translator CTO—Strategy-focused, stakeholder manager
6. The Innovation Driver CTO—R&D focused, experimental
7. The Operational Optimizer CTO—Efficiency-focused, metrics-driven

Most CTOs are some combination of these. But one type usually dominates.

The Problem with Generic CTO Advice

Most articles about CTO types are written by people who’ve never actually been a CTO. They describe roles like they’re reading from a textbook.

I’ve been there. Started four companies. Had a nine-figure exit. Built VinSolutions from scratch to become the #1 CRM in the automotive industry. I’ve lived through every single one of these CTO types at different stages of my career.

And here’s what I learned: Different CTO types need radically different offshore strategies.

The same approach that works for an Architect CTO will destroy a Firefighter CTO’s productivity. And the offshore model that saves a Scaling Expert will frustrate a Technical Purist.

Most CTOs fail with offshore development because they’re following advice meant for a different CTO type.

Type #1: What Is a Firefighter CTO? (And Why They Need Offshore Teams Most)

What You Look Like:

• Your calendar is full of “urgent” meetings you didn’t schedule
• You start every day with a plan and end it having done something completely different
• Your Slack is a constant stream of “quick questions” that derail your focus
• You can’t remember the last time you finished a strategic project
• People praise your responsiveness but you’re exhausted
• Technical debt keeps growing because you’re always fighting fires instead of preventing them

Why Traditional Advice Fails You

Every management consultant tells you the same thing: “Get organized. Build systems. Stop being reactive.”

That advice assumes you WANT to be reactive. You don’t. But your company needs someone who can drop everything when the production server crashes or the biggest client threatens to leave.

Your reactive nature isn’t a bug. It’s a feature.

The problem? You’re stuck in a cycle. Fires create technical debt. Technical debt creates more fires. You never have time to hire because you’re too busy putting out flames. And the longer you wait, the worse it gets.

The Missing Ingredient: Autonomous Execution Capacity

Here’s what Firefighter CTOs actually need: Someone ELSE handling the strategic hiring and team building while they focus on immediate problems.

Not another project manager adding communication layers. Not consultants who need constant direction. Not contractors who disappear after 3 months.

You need an offshore partner who can:

• Operate independently without constant oversight
• Deliver results while you’re putting out fires
• Build teams proactively so you have resources ready when the next crisis hits
• Handle the long-term strategy you don’t have time for
• Tackle technical debt systematically while you handle urgent priorities

Why Firefighters Have the Highest Offshore Success Rate

1. You Already Work Across Time Zones

You’re answering Slack messages at 11 PM anyway. Having an offshore team in a different time zone means work continues while you sleep. When you wake up, progress has been made.

Architect CTOs hate asynchronous work. You? You’re already living it.

2. You Don’t Have Time to Micromanage

Firefighters who fail with offshore try to control everything. Successful ones trust their partners and focus on outcomes, not process.

You don’t have time to micromanage. That’s actually an advantage. It forces you to hire self-sufficient teams.

3. You Need “Always-On” Capacity

The next fire could happen anytime. You need a team that can jump in when you’re focused elsewhere.

Offshore teams provide that always-on capacity. They’re working while you’re fighting fires. They’re available when you finally have time to focus on strategic work.

4. You Benefit Most from Someone Else Handling Strategy

Other CTO types enjoy building teams and designing org structures. You? You just need it done.

The right offshore partner handles recruiting, onboarding, retention, and team building while you focus on keeping the company alive.

Real Example:

One SaaS CTO I worked with was drowning. Critical bugs during demos. Technical debt threatens the whole platform. Sales promising features the team couldn’t deliver.

He kept thinking: “I need to get organized before I can hire offshore.”

Wrong.

We built him an offshore team that operated independently. They tackled technical debt while he handled crises. Within 90 days:

• He went from 70-hour weeks to 50-hour weeks
• His technical debt backlog decreased by 40%
• His team shipped features 2x faster
• He finally had time for strategic planning

The fires didn’t stop. He just finally had a team that could build while he fought flames.

Firefighter CTO Quick Assessment

Are you a Firefighter CTO? Answer these:

• Do you spend more than 50% of your time on unplanned urgent issues?
• Has technical debt grown faster than your team’s capacity to address it?
• Do you postpone strategic projects because of daily crises?
• Is your team waiting on you to unblock them while you’re in emergency meetings?

If you answered yes to 3 or more, you’re a Firefighter CTO who needs autonomous offshore support.

Type #2: The Architect CTO (System-Focused, Long-Term Planner)

What You Look Like:

• You think in systems and long-term technical strategy
• You get frustrated when people want “quick fixes” instead of proper solutions
• You spend time designing solutions before writing code
• You’re obsessed with technical debt and architectural decisions
• People complain you’re too focused on “perfect” solutions
• You document everything because you’re thinking 3 years ahead

The Missing Ingredient: Senior Execution Partners

Architects need specialized offshore talent who can execute their vision without constant hand-holding. You don’t need bodies. You need skilled developers who understand system design and can build components to your specifications.

The mistake most Architects make? They assume offshore developers can’t handle complex architecture. They try to do everything themselves and become a bottleneck.

What You Need from Offshore

Look for senior-level offshore developers who’ve worked on complex systems. Give them clear architectural guidelines and let them execute. You review and guide—you don’t micromanage.

Technical Debt Strategy for Architects

You already have a plan for technical debt. The problem? You’re the bottleneck. You can design the refactoring strategy, but you can’t execute it while also maintaining current systems and planning future architecture.

The right offshore developers become your execution layer. They implement your architectural vision while you focus on high-level design and strategic decisions.

Real Example:

One Architect CTO I know was stuck reviewing every line of code. Slowing down his entire team.

We found him three senior offshore developers who understood distributed systems. They had worked at companies like Grab and Zendesk. They spoke his language.

Within 6 months:

• He went from bottleneck to force multiplier
• His offshore team executed complex microservices migrations independently
• He finally had time for the R&D work he loved
• Technical debt decreased by 35% because work actually got done

The key? He treated his offshore developers like architects, not junior coders.

Type #3: The Scaling Expert CTO (Growth-Focused, Process-Oriented)

What You Look Like:

• You’re constantly thinking about processes and team structure
• You build systems before you need them
• You know exactly when to hire and what roles to create
• You track metrics religiously
• People think you’re obsessed with “process”
• You can predict hiring needs 6 months out

The Missing Ingredient: Predictable Capacity Expansion

Scaling Experts need predictable offshore capacity they can ramp up and down based on growth targets. You’re not looking for emergency help. You’re building systematic growth.

You need offshore partners who can:

• Scale teams consistently (not one-off hires)
• Integrate into your existing processes
• Deliver predictable quality at scale
• Grow WITH your company, not just FOR your company

What You Need from Offshore

Start with a small offshore team. Document integration processes. Then scale systematically based on metrics. You already know how to do this—you just need an offshore partner who can match your systematic approach.

Technical Debt Strategy for Scaling Experts

You track technical debt as a metric. You know exactly how much debt exists and what it costs in velocity. The problem? Your local team can’t keep up with both new features AND debt reduction.

Offshore teams give you dedicated capacity for debt paydown. While your local team ships features, your offshore team systematically eliminates technical debt based on your prioritization framework.

Real Example:

One Scaling Expert CTO needed to grow from 12 to 40 developers in 18 months. Traditional hiring would take 24+ months and cost 3x more.

We built him a systematic offshore scaling plan:

• Started with 3 offshore developers to test integration
• Documented processes and quality standards
• Scaled to 15 offshore developers over 12 months
• Hit his 40-person team target 6 months ahead of schedule
• Reduced hiring costs by 60%

He treated offshore scaling exactly like he treated product scaling—with data, processes, and predictable execution.

Type #4: The Technical Purist CTO (Quality-Obsessed, Hands-On)

What You Look Like:

• Code quality matters more than shipping dates
• You’d rather delay a release than ship technical debt
• You personally review critical code
• You have strong opinions about frameworks and best practices
• People think you’re a perfectionist (they’re right)
• You lose sleep over shortcuts that create long-term problems

The Missing Ingredient: Quality-Matched Execution Capacity

Technical Purists need HIGH-CALIBER offshore developers, period. You won’t compromise on quality. And you shouldn’t.

The biggest mistake? Assuming all offshore developers are junior. They’re not. The Philippines has senior engineers who’ve worked at companies like Google, Microsoft, and top startups.

What You Need from Offshore

Be selective. Test rigorously. Don’t settle for “good enough” just because someone’s offshore. The right offshore developers will meet your standards—you just need partners who can find them.

Technical Debt Strategy for Technical Purists

You hate technical debt more than anyone. The problem? Your standards make hiring difficult. You reject most candidates. Local hiring takes forever. Meanwhile, your small team struggles under the weight of maintaining quality while delivering features.

The solution isn’t lowering standards. It’s finding offshore developers who MATCH your standards. They exist. You just need access to them.

Real Example:

One Technical Purist CTO we worked with interviewed 47 candidates before hiring three.

His requirements:

• 7+ years of experience in distributed systems
• Strong opinions about code architecture
• Portfolio showing clean, maintainable code
• Experience with legacy system modernization

We found those developers in the Philippines. All three became his most trusted team members.

The outcome:

• Maintained his quality standards
• Increased team capacity by 30%
• Finally had resources for technical debt elimination
• Shipped features 2x faster without cutting corners

Quality over quantity works offshore too. You just need partners who understand that.

Type #5: The Business Translator CTO (Strategy-Focused, Stakeholder Manager)

What You Look Like:

• You spend more time with non-technical stakeholders than engineers
• You translate business needs into technical requirements
• You’re comfortable in board meetings and strategy sessions
• You think about ROI before technical elegance
• Engineers sometimes think you’re “not technical enough”
• You connect technology decisions to business outcomes

The Missing Ingredient: Business-Aware Development Teams

Business Translators need offshore teams who understand business context, not just technical requirements. You can’t spend hours explaining the “why” behind every feature.

Look for offshore developers who’ve worked in product companies, not just agencies. They understand user impact, business metrics, and strategic decisions.

What You Need from Offshore

Integrate offshore teams into product planning early. Let them hear customer feedback. Include them in roadmap discussions. They’ll make better decisions when they understand the business context.

Technical Debt Strategy for Business Translators

You explain technical debt to stakeholders in business terms: slower feature delivery, higher bug rates, customer churn risk. You’ve got executive buy-in for debt reduction.

The problem? Your local team speaks “features,” not “refactoring.” They resist debt paydown because they don’t see the business impact.

Offshore teams who understand business context become your debt reduction force. They GET why fixing old code matters. They prioritize based on business impact, not just technical cleanliness.

Real Example:

One Business Translator CTO struggled getting his local team excited about platform modernization. They wanted to build new features, not fix old code.

His offshore team? They understood the business case:

• Old platform cost $50K/month in infrastructure
• Modern architecture would reduce costs to $15K/month
• Customer complaints about speed would decrease
• Sales could close deals faster with better performance

They executed the modernization project enthusiastically because they understood the business impact.

Result:

• 70% reduction in infrastructure costs
• 40% improvement in platform performance
• Sales cycle shortened by 2 weeks
• Customer satisfaction scores increased 25%

Type #6: The Innovation Driver CTO (R&D Focused, Experimental)

What You Look Like:

• You’re constantly experimenting with new technologies
• You build prototypes to test ideas
• You get bored with maintenance work
• You push your team to try new approaches
• People think you’re too focused on “shiny objects”
• You see competitive advantage in technical innovation

The Missing Ingredient: Flexible Experimentation Capacity

Innovation Drivers need flexible offshore resources for experimental projects. You need developers who can pivot quickly when experiments fail and scale rapidly when they succeed.

The key? Don’t integrate experimental offshore teams into production teams. Keep them separate. Let them move fast and break things while your core team maintains stability.

What You Need from Offshore

Use offshore teams for R&D projects. Give them autonomy to experiment. When something works, you can scale it to your main team. When it fails, you haven’t disrupted production.

Technical Debt Strategy for Innovation Drivers

You hate being slowed down by technical debt. But you also hate spending time on “boring” refactoring work.

The solution? Offshore teams handle debt reduction while you innovate. They maintain and improve existing systems while you experiment with cutting-edge technologies.

This creates a sustainable innovation cycle: stable foundation (maintained by offshore) + experimental layer (driven by you).

Real Example:

One Innovation Driver CTO wanted to experiment with machine learning features but his entire team was locked into maintaining the existing platform.

We built him a dedicated offshore R&D team:

• 2 ML engineers
• 2 full-stack developers
• 1 data engineer

While his local team maintained production, his offshore R&D team:

• Tested 7 different ML approaches
• Built 3 working prototypes
• Launched 1 successful new feature
• Generated $2M in new revenue

Meanwhile, a separate offshore maintenance team:

• Reduced technical debt by 45%
• Improved platform stability
• Freed local team to focus on core features

Type #7: The Operational Optimizer CTO (Efficiency-Focused, Metrics-Driven)

What You Look Like:

• You’re obsessed with efficiency metrics
• You track cost per feature, velocity, and utilization
• You constantly look for ways to do more with less
• You build dashboards for everything
• People think you’re too focused on numbers
• You make data-driven decisions about everything

The Missing Ingredient: Measurable Cost Efficiency

Operational Optimizers need cost-effective offshore solutions with clear ROI. You’re not interested in vague promises. You want numbers.

Here’s what you need to see:

• Cost per developer hour vs. local rates (60-70% savings)
• Ramp-up time to productivity (typically 2-4 weeks with right processes)
• Retention rates and turnover costs (Full Scale: 95%+ retention)
• Quality metrics and bug rates (comparable or better than local teams)

What You Need from Offshore

Start with a pilot team. Track everything. Prove ROI. Then scale based on data. You already know how to do this—you just need offshore partners who can provide real metrics, not marketing fluff.

Technical Debt Strategy for Operational Optimizers

You calculate the exact cost of technical debt: lost velocity, increased bug rates, slower onboarding, higher infrastructure costs.

You know that every month of delay costs money. But local hiring for debt reduction is expensive and slow.

Offshore teams give you measurable ROI on debt reduction:

• Lower cost per hour of refactoring work
• Faster team assembly (weeks vs. months)
• Predictable capacity allocation
• Clear before/after metrics

Real Example:

One Operational Optimizer CTO needed to reduce technical debt but struggled to justify the cost to his CFO.

His analysis:

• Technical debt slowed velocity by 35%
• Each month of delay cost $150K in lost opportunity
• Local hiring would take 4 months and cost $400K annually
• Offshore could start in 2 weeks and cost $160K annually

We built him a metrics-driven offshore debt reduction team:

• Started with 3 developers
• Tracked velocity improvement weekly
• Measured bug rate reduction
• Calculated ROI monthly

Within 6 months:

• Technical debt reduced by 50%
• Velocity improved by 40%
• ROI: 315%
• CFO became the biggest offshore advocate

He had the numbers to prove it worked.

CTO Type Comparison: Which Offshore Strategy Fits You?

CTO Type	Primary Frustration	What You’re Missing	Offshore Strategy	Typical Results
Firefighter	No time for strategic work	Autonomous execution capacity	Self-sufficient teams that work independently	70→50 hour weeks, 40% technical debt reduction
Architect	Bottleneck on all technical decisions	Senior execution partners	Specialized developers who implement your vision	3x faster delivery, escape bottleneck status
Scaling Expert	Can’t scale fast enough	Predictable capacity expansion	Systematic team growth with proven processes	Hit growth targets 6 months early, 60% cost savings
Technical Purist	Can’t find quality developers	Quality-matched execution capacity	Highly selective senior developers only	Maintain quality, increase velocity 2x
Business Translator	Team doesn’t understand business context	Business-aware development teams	Developers integrated into product planning	Better feature prioritization, faster decision-making
Innovation Driver	No capacity for experimentation	Flexible experimentation capacity	Dedicated R&D teams separate from production	Multiple experiments running, rapid pivots
Operational Optimizer	Can’t prove ROI on hiring	Measurable cost efficiency	Data-driven scaling with clear metrics	315% ROI, 60-70% cost reduction

How Does Technical Debt Affect Each CTO Type?

• Firefighters: Technical debt creates fires. Each shortcut becomes tomorrow’s emergency. Your offshore team tackles debt while you fight flames.
• Architects: You designed systems correctly the first time. But others cut corners. Offshore developers execute your debt reduction strategy while you design future architecture.
• Scaling Experts: Technical debt slows scaling velocity. You can’t add features when maintaining old code consumes capacity. Offshore teams clear the path for growth.
• Technical Purists: Every line of technical debt offends you. But you can’t fix everything yourself. Quality-matched offshore developers share your standards and execute cleanup.
• Business Translators: You explain debt in business terms: lost revenue, slower sales cycles, customer churn. Offshore teams who understand business context prioritize debt reduction based on impact.
• Innovation Drivers: Debt prevents experimentation. Legacy systems limit innovation. Offshore maintenance teams handle debt while you focus on cutting-edge work.
• Operational Optimizers: You quantify debt costs exactly. Offshore teams provide cost-effective debt reduction with measurable ROI that satisfies your CFO.

The Common Enemy: One-Size-Fits-All Offshore Advice

Here’s what frustrates me about most offshore development content:

It assumes all CTOs are the same.

“Just document your processes.” (Doesn’t work for Firefighters who don’t have processes yet.)

“Start small and scale slowly.” (Kills Scaling Experts who need systematic growth.)

“Focus on senior developers only.” (Limits Innovation Drivers who need flexible experimentation.)

The advice isn’t wrong. It’s just incomplete.

The offshore model that saves one CTO type will destroy another. And most offshore companies don’t understand this. They have one process and expect you to adapt to it.

That’s backwards.

Your offshore partner should adapt to YOUR CTO type. Not the other way around.

How to Identify Your CTO Type (Self-Assessment)

Not sure which type fits? Most CTOs exhibit traits from 2-3 types. Your PRIMARY type is the one causing your biggest frustration right now. Take a self-assessment today to know which type of CTO you are.

Interactive Self-Assessment

Why Most CTOs Get Offshore Development Wrong

The biggest mistake? Trying to become a different CTO type before going offshore.

Firefighters think they need to become Scaling Experts first. Technical Purists think they need to relax their standards. Architects think they need to be more hands-on.

No.

Work WITH your type, not against it.

I’ve seen Firefighter CTOs transform their companies by accepting they’re reactive and finding offshore partners who complement that style. They didn’t “fix” themselves first. They found the right support system.

Same with every other type.

Your CTO type isn’t a weakness to overcome. It’s a reality to design around.

The Truth About CTO Types and Offshore Partnerships

Here’s what I know after 20+ years as a CTO and 200+ offshore partnerships:

The offshore model isn’t the problem. The mismatch between CTO type and offshore strategy is the problem.

Firefighters need autonomous teams. Architects need specialists. Scaling Experts need systematic growth. Technical Purists need quality. Business Translators need context. Innovation Drivers need flexibility. Operational Optimizers need ROI.

All of these needs can be met with offshore development. You just need a partner who understands that different CTO types need different approaches.

Most offshore companies have one model. They force every CTO into the same process.

That’s why most offshore partnerships fail.

Not because offshore doesn’t work. Because the strategy doesn’t match the CTO type.

What This Means for You

If you’re a Firefighter CTO reading this and thinking “That’s exactly me”—you’re not broken. You don’t need to become a different type of leader before you can scale your team.

You need a strategic offshore partner who gets it.

Someone who understands that your reactive style isn’t a weakness. It’s a response to your company’s needs. And the right offshore model actually amplifies your strengths instead of fighting against them.

The Firefighter CTOs I’ve worked with don’t become less reactive after building offshore teams. They just finally have the capacity to be strategic WHEN they have time, instead of drowning in tactical work 24/7.

That’s the difference.

And it works the same way for every other CTO type. You don’t need to change who you are. You need an offshore strategy that fits who you are.

Why Full Scale Works for Every CTO Type (When Most Offshore Partners Don’t)

Here’s the problem with most offshore companies: They have one model and expect you to adapt to it.

At Full Scale, we built something different. We don’t have “a process.” We have seven processes—one for each CTO type.

After helping 60+ tech companies scale their offshore teams, we figured out what each CTO type actually needs. Not what we think they should need. What actually works.

What Makes Full Scale Different: The Staff Augmentation Model

Most offshore companies use project-based outsourcing. You describe a project. They assign a team. Project managers act as middlemen. Communication breaks down. Quality suffers.

We don’t do that.

We use staff augmentation: You get dedicated, full-time developers who work as direct extensions of your team.

Here’s what that means:

• No middlemen: Your offshore developers report directly to you
• Your processes: They use your tools, attend your meetings, follow your workflows
• Your team: They’re your developers who happen to work from the Philippines
• Your control: You manage them, direct them, integrate them however you want
• Flexibility: Month-to-month contracts, no long-term lock-in

Why Staff Augmentation Works Better for Every CTO Type

• Firefighters need teams that work independently. Staff augmentation gives you direct access without project manager bottlenecks.
• Architects need developers who execute their vision. Staff augmentation means developers work from your architectural specs directly.
• Scaling Experts need predictable capacity. Staff augmentation lets you scale systematically using your own processes.
• Technical Purists need control over quality. Staff augmentation means you review code, set standards, and maintain quality directly.
• Business Translators need context-aware developers. Staff augmentation integrates developers into your product planning from day one.
• Innovation Drivers need flexibility. Staff augmentation lets you pivot R&D resources without contract renegotiations.
• Operational Optimizers need measurable outcomes. Staff augmentation gives you direct control over productivity and quality metrics.

Real Results Across All CTO Types

We’ve worked with 60+ tech companies and placed 500+ developers. Here’s what we’ve learned:

Success isn’t about the CTO type. It’s about matching the right offshore strategy to the right CTO type.

Our clients include:

• Firefighter CTOs who reduced work weeks from 70 to 50 hours
• Architect CTOs who escaped bottleneck status and tripled delivery speed
• Scaling Expert CTOs who hit growth targets 6 months early
• Technical Purist CTOs who maintained quality while doubling velocity
• Business Translator CTOs who built context-aware offshore teams
• Innovation Driver CTOs who ran multiple experiments simultaneously
• Operational Optimizer CTOs who proved 315% ROI to their CFOs

Different needs. Different approaches. Same outcome: CTOs who finally have the team capacity they need.

Ready to Build Your Offshore Strategy Based on Your CTO Type?

Different CTO types need different offshore approaches. The question isn’t “Should I go offshore?”

It’s “What offshore model matches my CTO type?”

At Full Scale, we’ve already figured out what works for your CTO type. We’ve done it 60+ times.

Next Steps by CTO Type

• Firefighters: Schedule a free strategy session and we’ll show you how autonomous teams work while you fight fires—with real examples from Firefighter CTOs who’ve been exactly where you are.
• Architects: Talk to us about senior specialist placement and see our vetting process for system design experience. We’ll show you how other Architect CTOs escaped bottleneck status.
• Scaling Experts: Get our systematic offshore scaling framework with proven processes. We’ll walk through how we’ve helped Scaling Expert CTOs hit aggressive growth targets ahead of schedule.
• Technical Purists: See our rigorous vetting process and developer quality standards. We’ll show you profiles of senior developers who’ve passed our most demanding clients’ technical screens.
• Business Translators: Learn how we integrate offshore teams into product planning. We’ll show you how other Business Translator CTOs built context-aware offshore teams.
• Innovation Drivers: Explore our flexible R&D team models for experimentation. We’ll show you how Innovation Driver CTOs run multiple experiments without disrupting production.
• Operational Optimizers: Review our ROI data and metrics from 60+ successful partnerships. We’ll show you exactly how other Operational Optimizer CTOs proved ROI to their CFOs.

Here’s what happens on your strategy call:

1. We identify your CTO type: 15 minutes to understand your leadership style and current challenges
2. We show you what’s worked for your type: Real examples from CTOs like you
3. We customize an approach: Not generic advice. A specific strategy for YOUR situation.
4. No pressure, no sales pitch: Just a real conversation about whether offshore makes sense for you right now.

Because the right offshore strategy doesn’t try to change who you are as a CTO. It amplifies what you’re already good at.

And at Full Scale, we’ve spent years figuring out exactly what each CTO type needs to succeed.

Let’s Talk About What You Really Need