If you’re a non-technical founder building a software startup, you will hit this moment (ie – Do I need a CTO?):
You’re trying to make progress.
You’re talking to developers.
Everyone has opinions.
Nothing feels clear.
And eventually you think:
“I think I need a CTO.”
Totally normal.
But here’s the blunt truth:
Most early-stage startups don’t need a CTO.
They need tech direction.
And those are not the same thing.
This article will help you decide:
- what a CTO actually does
- when you truly need one
- where to find one
- what the relationship really looks like
- and what to do if you can’t find one (or can’t afford one)
Quick answer: most founders don’t need a CTO yet
If you’re pre-MVP or early MVP:
You don’t need a CTO.
You need:
- a safe tech plan
- stack guardrails
- a realistic build sequence
- and a weekly shipping rhythm
A CTO is a leadership role.
If you don’t have a product, a team, or traction yet, hiring a full-time CTO is often premature.
Not always.
But often.
What a CTO actually does (plain English)
A CTO is not “the person who codes”.
A CTO is the person who makes sure your startup can build and ship software reliably.
That includes:
1) Turning product goals into technical decisions
A CTO translates:
- your business vision into
- build priorities
- tradeoffs
- architecture choices
- sequencing
2) Setting the tech stack and guardrails
They decide:
- what tools you use
- what tools you avoid
- how the system is structured
- how you prevent chaos later
3) Hiring and building the team
They hire:
- developers
- QA
- DevOps
- tech leads
And they build a culture where people can ship without everything breaking.
4) Delivery and execution leadership
A CTO ensures:
- work is broken into milestones
- the team ships weekly
- progress is visible
- timelines are realistic
5) Quality, security, and reliability
They stop you from accidentally:
- leaking customer data
- building fragile systems
- creating unmaintainable code
- shipping without testing
6) Scaling when the time comes
They help the company move from:
- “a couple of devs shipping features” to
- “a real engineering team”
7) Additional responsibilities
From time to time, they may also get involved in:
- building the product roadmap (with the CPO)
- supporting the sales process and attend sales meetings
- support and collaborate with other streams across the startup (ops, legal, marketing, etc)
CTO vs Technical Cofounder vs Tech Lead (simple breakdown)
Founders get stuck here because the titles are confusing.
Let’s simplify.
Technical Cofounder
A technical cofounder is:
- a founder
- an owner
- usually hands-on building early
- deeply invested emotionally and financially
This is the “startup marriage” version.
CTO (hired)
A CTO is:
- an executive leader
- responsible for delivery, team, systems
- may or may not code
- often comes in once there’s traction
Tech Lead / Senior Developer
A tech lead is:
- hands-on
- focuses on building
- may guide architecture
- but usually isn’t a strategic executive
Fractional CTO / Interim CTO
A fractional CTO is:
- part-time leadership
- stack guardrails
- planning and oversight
- often ideal for non-technical founders early
This is a massively underrated option.
The CTO decision tree (founder-friendly)
Here’s the simplest decision tree I can give you.
If you are pre-MVP
You likely do NOT need a CTO.
You need:
- a clear MVP plan
- a safe stack
- guardrails
- a way to hire safely
Best options:
- hybrid MVP approach
- developer + strong process
- fractional support
If you have an MVP but no revenue
You might need CTO-style direction.
But you still might not need a full-time CTO.
Best options:
- senior dev + guardrails
- fractional CTO
- Lean Tech Direction (if you want a structured 90-day plan)
If you have revenue and customers
Now CTO need becomes real.
Because now you must:
- improve reliability
- ship consistently
- avoid technical debt
- hire more people
At this stage:
- a fractional CTO can still work
- but a real CTO becomes more valuable
If you’re scaling a team (3–5+ devs)
You need technical leadership.
If you don’t have it, you get:
- slow shipping
- messy architecture
- burnout
- rebuild cycles
At this point:
- CTO or very strong tech lead is essential
Why hiring a CTO feels like a marriage (and why it matters)
If you’re looking for a technical cofounder or CTO, you need to understand this:
This is not a normal hire.
A good CTO will influence:
- product decisions
- hiring
- team culture
- your velocity
- your burn rate
- your ability to raise money
And if they’re a cofounder, they’ll also influence:
- equity splits
- control
- decision-making
- your future as CEO
This relationship is closer to a marriage than a job.
And like a marriage:
- you need alignment
- you need trust
- you need communication
- you need shared expectations
- you need conflict resolution
If you rush it, you’ll pay for it later.
The biggest myth: “I’ll find a CTO who works for equity only”
Let’s talk about the fantasy every non-technical founder starts with:
“I’ll find a brilliant CTO who will build my startup full-time for equity only.”
Possible?
Yes.
Likely?
No.
Here’s why.
Great technical people have options.
They can:
- earn high salaries
- freelance
- join funded startups
- build their own products
So if you want them to take a huge risk with you, you need one of these:
- strong traction
- strong funding
- a unique opportunity
- an unusually strong relationship
- or a very compelling founder story
Most early-stage founders have:
- an idea
- a pitch deck
- and enthusiasm
That’s not enough.
And that’s not a character flaw.
It’s just reality.
The real balance: commitment + compensation
If you want a strong CTO or technical cofounder, the healthiest approach is usually:
Option A: Sweat equity + part-time commitment (early)
- they keep their job
- they contribute evenings/weekends
- you build trust
- you validate the idea
This is slower, but safer.
Option B: Equity + some cash
Even a small stipend changes the game.
It signals:
- seriousness
- respect
- reduced risk
Option C: Paid build + advisory equity
This is common for fractional CTOs.
They get:
- cash for work
- small equity for long-term alignment
Option D: Fundraise first, then hire
This is harder than founders think, but possible if you have traction.
Where to find a CTO or technical cofounder (real resources)
Now the practical part.
Here are places that actually work.
1) YC Startup School
Great for:
- startup-minded builders
- early-stage founders
- people who understand MVP speed
2) LinkedIn (yes, really)
Best approach:
- don’t post “looking for CTO”
- post your story + traction + ask for intros
CTO candidates respond to momentum.
Not job ads.
3) Wellfound (AngelList)
Strong for:
- startup engineers
- early-stage roles
- equity + salary blends
4) Founder communities
- Indie Hackers
- relevant Slack communities
- local startup groups
5) Facebook groups
Surprisingly effective, especially for:
- local founder groups
- niche startup communities
- dev community groups
6) Co-founder matching events
These can work well because:
- people show up expecting “startup dating”
- it’s less awkward
- you can test chemistry quickly
7) Antler
Antler is a strong option because:
- it’s structured
- cofounder matching is built in
- people are actively looking for teams
8) Startup weekends and hackathons
Not always CTO-level talent, but great for:
- meeting builders
- testing working styles
- validating chemistry
What to prepare before you start looking
This is where founders mess up.
They go looking for a CTO with:
- a vague idea
- no deck
- no plan
- no traction
And then they’re shocked when nobody commits.
So here’s what you should prepare.
1) A “technical cofounder pitch deck”
This is not your investor deck.
It should include:
- the problem
- why now
- who the customer is
- what the MVP is
- what you’ve validated
- why you’re the right founder
- what you need from them
- what the equity/comp structure looks like
2) A clear MVP plan
If you can’t describe the MVP clearly, no great builder will trust you.
3) Evidence of momentum
Momentum can be:
- customer interviews
- waitlist
- revenue
- pilots
- partnerships
The more momentum you have, the less you need to “sell the dream”.
The bridge option: how to ship without a CTO
Here’s the good news.
You don’t need to pause your startup until you find “the one”.
Most founders can ship safely without a CTO if they have:
- a clear plan
- stack guardrails
- a safe build sequence
- a way to manage developers
- a weekly shipping rhythm
This is exactly what Lean Tech Direction is designed to do.
It gives you CTO-level direction without requiring you to hire a full-time CTO on day one.
Free PDF: Tech (Restaurant) Stack Decision Tree
If you’re trying to make tech decisions without a CTO, start here:
Tech (Restaurant) Stack Decision Tree
It helps you choose your stack like you’re choosing a restaurant:
- based on what you need
- based on your risk tolerance
- without drowning in jargon
👉 Download it free here: Get my Tech (Restaurant) Stack Decision Tree PDF
Want help building without a CTO?
Lean Tech Direction helps non-technical founders go from:
- guessing about tech to
- clear principles
- stack guardrails
- safe dev plans
- steady shipping in 90 days
👉 Apply here: To join the Lean Tech Direction Program
FAQ
Do I need a CTO to build an MVP?
No.
But you do need a plan, guardrails, and someone accountable for delivery.
Should I get a technical cofounder?
Only if you want a long-term partnership and you trust them deeply.
How much equity should I give a CTO?
It depends on:
- stage
- commitment
- whether they’re a cofounder
- whether they’re full-time
- traction
(You should always get legal advice here.)
What if I can’t find a CTO?
That’s normal. It’s hard.
Use a bridge option (fractional direction) and keep shipping.
Looking for intros to trusted Fractional CTOs or CPOs (Chief Product Officers) or just want to get in touch ? Find me on either insta or LinkedIn
