<?xml version="1.0" encoding="utf-8" standalone="yes"?><rss version="2.0" xmlns:atom="http://www.w3.org/2005/Atom"><channel><title>Part-Time-Cto on 124Tech — Fractional CTO for the AI Era</title><link>https://www.124tech.com/tags/part-time-cto/</link><description>Recent content in Part-Time-Cto on 124Tech — Fractional CTO for the AI Era</description><generator>Hugo</generator><language>en-us</language><lastBuildDate>Sat, 15 Aug 2026 18:57:11 +0530</lastBuildDate><atom:link href="https://www.124tech.com/tags/part-time-cto/index.xml" rel="self" type="application/rss+xml"/><item><title>How to Hire a Part-Time CTO: A Founder's Screening Guide</title><link>https://www.124tech.com/blog/how-to-hire-a-part-time-cto/</link><pubDate>Sat, 15 Aug 2026 10:00:00 +0530</pubDate><guid>https://www.124tech.com/blog/how-to-hire-a-part-time-cto/</guid><description>&lt;p&gt;Most founders start the search for a part-time CTO by trying to work out whether the person in front of them is technical enough. That&amp;rsquo;s the wrong test, and it&amp;rsquo;s the reason so many of these hires go sideways.&lt;/p&gt;
&lt;p&gt;Here&amp;rsquo;s how to hire a part-time CTO properly: know when you&amp;rsquo;re actually ready, screen for judgment rather than knowledge, watch for a specific set of red flags, and scope the engagement before you sign it. I&amp;rsquo;ve been on both sides of this — hiring technical leaders across fifteen years, and stepping into these engagements myself. The founders who get it right treat it as a leadership hire, not a contractor purchase.&lt;/p&gt;</description></item></channel></rss>