Code Red Partners

Tutela Talent has contracted with Code Red Partners to lead some of their Head of Security searches.

Contract Recruiter

TechCompass

TechCompass offers a comprehensive suite of services to primarily small and medium-sized tech and businesses, including:
* RedTeam Penetration Testing (covering web applications, API, cloud, network, wireless, mobile applications, embedded hardware testing, and physical security assessments)
* Business Continuity and Disaster Recovery planning
* Security Research & Advisory
* Cybersecurity Staff Augmentation 
* Virtual/Fractional CISO Leadership
* Cloud and Product Security Consulting
* Security Program Transformation
* Cyber Risk Assessments
* Ransomware Readiness Assessments
* M&A Cyber Due Diligence 
* Incident Response Tabletop Exercise

Head of Expansion

Tutela Talent

Tutela Talent is a boutique recruitment firm specializing placing professionals within Cyber Security, and Cloud infrastructure functions.  Our clients range from early-stage to public and are typically technology-led cloud-native/cloud-first companies between $5M-$500M in revenue.

Cyber Security recruiting specialties: 

-Security Engineering (individual contributor level up to Director/VP)
-Product Security.      (individual contributor level up to Director/VP)
-Application Security (individual contributor level up to Director/VP)
-Offensive Security(red team) (individual contributor level up to Director/VP)
-Incident Response/SecOps(blue team) (individual contributor level up to Director/VP)
-Information Security (individual contributor level up to Director/VP)
-GRC functions  (individual contributor level up to Director/VP)

Cloud Infrastructure specialties: 

-DevOps Engineers and Leaders(Manager to VP)
-DevSecOps Engineers and Leaders (Manager to VP)
-Site Reliability Engineers and Leaders (Manager to VP)

Founder | Recruiter | Managing Director

Forbes.jobs

Forbes.jobs unfortunately closed it doors as of December 31st, 2023.  Great idea, wrong time in the market to really grow.  I learned a lot from each of the training sessions, built great relationships with other recruiters, and was able to attend a Forbes event in NYC.  Hope to work with them again in the future if the concept comes back to life when the market shifts.

Recruitment Ambassador

Hitch Partners

Hitch Partners is a retained search firm that partners with technology companies on mission critical leadership roles. Our clients range from pre-revenue startup companies to large public companies and everything in between. Many of our client partners have been funded by Silicon Valley's top tier investors.

Check out our website to see a list of clients we have served: https://www.hitchpartners.com/

Functional Emphasis: Security Leadership(Director, Head, & VP of Security, Product Security, Application Security, Information Security, Incident Response, Security Research), Staff to Principal level Security IC roles(Offensive Security, Incident Response, Product & Application Security, Enterprise Security, and Blockchain/Smart Contract Security) and SRE/DevOps Leadership roles.
 
Domain Expertise: Security, Enterprise Software/Infrastructure /Cloud Computing(SAAS/PAAS), IoT, Blockchain/Smart Contract, etc.

Executive Search Professional

Wiley University Services

This organization supports online programs with proprietary state-of-the-art processes in marketing, recruitment, student services, and program development. This company represents over 38 prestigious colleges and universities offering a variety of undergraduate, graduate, and certification programs. 
My responsibilities included: 
•	Recruiting students looking to pursue graduate-level education in the areas of Cyber Security, Fraud Management, Fraud Investigation, Cyber Intelligence, Cyber Policy, and Compliance and Risk Management.
•	Aligning academic history with future career aspirations. 
•	Engaging prospective students in conversation over the phone while building a strong rapport and guiding them through the enrollment process in a consultative manner. 
•	Maintaining student contact levels, demonstrating strong communication skills, program knowledge, and meeting specific weekly, monthly, and quarterly goals. 
•	Manage and update computerized prospective student database using Salesforce.com, application paperwork, and follow-up documentation.

Executive Program Manager

T-Mobile

Responsibilities included: learning and becoming proficient at merchandising, sustaining retail sales excellence, and practicing and learning team leadership.  Ability to present innovative products and services to various audiences, using exceptional decision making skills, and excelling in customer service in a fast paced retail environment.  Meeting and exceeding sales goals given by matching customer needs with the right products and services.

Senior Sales Representive

My faith in Jesus Christ is everything to me and my faith in Him is where I draw my strength and wisdom. That being said, everything else flows from that relationship. 

A little of my professional story... I started my sales career originally in retail sales at T-Mobile and eventually moved into an inside sales role for an EdTech company in 2006. This led me into recruiting for degree programs in cyber security for Utica College, one of our partner schools. I did that for 12 years and during that time I was also involved in a leadership team that was building an e-commerce business on the side. Through that business I was reading a ton of books, listening to successful people on CD, and growing my skills professionally. In 2016 I decided to make a change and partnered up with a friend of mine who had been running a recruiting company for about 5 yrs and we started Tutela Talent which would focus on recruitment of cyber security and IT talent. I learned recruiting and how to run a new business all at the same time. It was like drinking from a firehose!! Eventually, I started to create success and landed some big clients such as Electronic Arts and T-Mobile(before they were breached T-Mobile). From there our business started to focus more and more on security leadership roles at the Director level to VP and I found this to be an area of focus I really enjoyed. 

Today I run Tutela Talent a small boutique recruiting firm where we specialize in placing cybersecurity, IT, and cloud infrastructure engineering talent from individual contributor to C level.  

At home, I am married to my beautiful God-fearing wife who is from Brazil, and my 3 kids ages 25, 12, and 9. I enjoy working out with my wife at the gym, singing in the choir at my church, reading the Bible, eating great food, playing basketball(when I can find the time these days), and traveling with my wife. I also enjoy hiking, skiing, biking, paddle-boarding, going to the beach, playing volleyball, and just being active.

Jesse Meadors

Renee Dovich

CareerEncore

President

Director of Recruiting in charge of recruitment and new business development at CareerEncore (www.careerencore.com) a boutique search firm focused on the high-tech industry within the US.

Director Of Recruiting

Sr. Executive Recruiter for direct hire technology and leadership positions throughout the United States.  Heavy focus recruiting for small to mid-sized companies including tech start-ups.

Senior Executive Recruiter

Pavilion

Pavilion is a private community of the best sales and marketing leaders. Our membership comes from the best and fastest-growing companies in the world. Membership is invitation-only and reserved for senior commercial executives with a demonstrated track record.

Executive Talent Partner Member

From manager to C-suite to the boardroom, Forbes.jobs is the next generation career platform for lifelong success.

Join the community to connect on career opportunities, grow new skills, bridge the challenges of work and life, and pursue your own aspirational goals.

Career | Life | Success 
We’re here to help you achieve your career goals whether that’s finding your dream job, building skills, networking with peers, or exploring how you balance life and work for success.

We’re about way more than finding your next job – we’re your partner for your whole career journey.

Founding Executive Recruiter

Adecco Engineering & Technology

•	Recruiting for all levels of both contract and direct hire technical professionals for the northern New England region, as well as some national level recruiting.
•	Developed recruiting strategies based on analyzing and understanding client job requirements. 
•	Responsible for the full life cycle recruiting process including sourcing, reviewing resumes, screening, qualifying, interviewing, functioning as the primary contact with clients, reference checks and salary negotiations for both salaries and bill rates.
•	Source and identify potential candidates via networking, referrals, cold calls, the Internet, social media and occasional job fairs.
•	Contacted, developed and maintained relationships with clients to determine needs for professional associates to work within their environment, while allowing the client to meet budget constraints.  
•	Conducted sales calls to established clientele to obtain new business.
•	Successfully generated qualified leads for the sales department.
•	Maintenance of all job postings on job banks/social media and coordinating a pipeline of qualified candidates.
•	Made recommendations for rewriting and/or reformatting a candidates resume to emphasize their  strengths and assisted when necessary.

Sr Technical Recruiter

PVA-EPVA

Account Executive
PVA-EPVA, Inc, Wilton, NH
1998 - 2000

•	Interface with 80+ national clients to coordinate high-volume fund-raising direct mailing campaigns.  
•	Manage up to 50 Projects concurrently, each lasting up to 2 months duration.
•	Interact with Creative Department to design new products including custom labels, greeting cards, pins, calendars, and custom items.
•	Obtain mailing lists and facilitate production of up to 100k pieces.
•	Aid in copywriting, editing, and artwork specification development.
•	Monitor, track, and analyze campaign results and develop strategies for future mailings.
•	Consistently prioritized, scheduled and delivered projects within time and budgetary guidelines.

Account Executive

Renee Dovich – The Go-To Executive Recruiter for High-Growth Tech Startups

Finding top-tier executive talent isn’t about filling roles—it’s about hiring game-changers. The leaders and teams you hire determine whether your company scales, secures funding, and drives revenue—or stalls.

That’s where I come in.

With 20+ years of experience, I help tech startups and SMBs hire executives and elite contributors who turn vision into reality. 

Known as a trusted, results-driven recruiter, I’ve placed thousands of high-performing executives and revenue teams—driving millions in revenue and successful exits.

Why Work With Me?
•	I specialize in high-growth startups. I know what it takes to scale from $1M to $100M+ and place leaders who’ve done it.
•	I go beyond sourcing—I leverage my network and market insights. The best talent isn’t on job boards; they trust me to bring opportunities.
•	I align talent with culture, vision, and goals. A bad hire costs millions. My process ensures you get leaders and teams who fit, thrive, and succeed.

Startups trust me because I deliver. I’ve built a reputation for filling roles quickly with high-impact leaders who transform companies.

Who I Work With:
•	Tech startups & SMBs scaling from $1M to $100M+
•	SaaS & AI-driven companies looking for leaders & teams who understand their market
•	VC & PE-backed firms needing revenue-driving talent to accelerate growth

I Specialize in Retained, Engaged, and Exclusive Searches For:
•	Executive Leadership (CRO, CMO, VP Sales, VP Marketing, VP Customer Success)
•	High-Impact Individual Contributors (Sales, Marketing, Customer Success professionals at the top of their game)
•	Building Out Revenue Teams – leadership plus elite performers aligned with culture, vision, and strategy

Proven Results & Industry Recognition:
•	Thousands of successful hires, generating millions in revenue for high-growth startups
•	Forbes.jobs Founding Recruiter, ranked in the top 5% of U.S. recruiters in my niche
•	Recognized for helping early-stage companies scale & secure exits

Why Now?
A bad hire drains resources, slows momentum, and hurts retention. The longer a role stays open, the more revenue you risk.

I find proven executives and top performers who’ve scaled companies like yours.

Let’s Connect

If you’re looking for high-impact executives and top-tier talent, let’s talk.
📞 617-249-5239
📧 renee@careerencore.com

P.S. Struggling with hiring? Grab my free eBook: Scaling Smart: How to Attract & Retain Executive Leaders to Drive Hyper-Growth in Tech Startups.

📩 Download: https://bit.ly/SmartScalingEbook

Last week I was on a call with a founder who said,
“We’re going to wait until after the holidays to hire our VP of Sales.”

Totally understandable on the surface. The team is tired. Budgets are tight. Everyone is thinking about Q1 planning.

But as we talked, it became clear that “waiting” was already costing them.

Here is what was really happening behind the scenes:

Pipeline was being juggled between three people who were already at capacity

Deals were stalling because no one truly owned the sales strategy

The CEO was in way too many sales conversations and not enough strategic ones

The rest of the team could feel the strain and was starting to burn out

I asked one simple question:

“If you and I were having this same conversation in March, and the role was still open, what would you wish you had done differently today?”

That stopped him.

It wasn’t about hiring recklessly or rushing a bad decision. It was about being honest: this open seat was not neutral. It was quietly dragging on revenue, focus, and the team.

By the end of the call, we agreed on a different plan:

Start the search now

Use the next few weeks to line up the right candidates

Have someone ready to move into Q1 already in motion, not starting from scratch

Two companies hit January very differently:

One has a CRO or VP already ramping, already in the deals, already shaping the plan

The other is just kicking off interviews while competitors are executing

If you are staring at an open CRO, VP Sales, VP CS, or key AE role and thinking about “after the holidays,” it might be worth asking yourself the same question:

In March, will you be glad you waited
or wish you had started now?

If you want a sounding board on whether it makes sense to move forward or hold, I’m happy to walk through the tradeoffs with you. No pressure, just clarity.

Helping Companies Scale | AI Talent Partner & Executive Search for GTM Teams | Save 60-80% on Hiring Costs While Attracting Top Talent

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Renee Dovich

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