The Big Idea

Your company has reached a level where talent, partners, and industry watchers are paying attention. But attention is not the same as credibility.

As CTO, you’re now part of how the company shows up in the world. Not as a thought leader, but as a trust signal. At Level 6, visibility isn’t about you—it’s about building trust in the organization through clear, useful, and credible external engagement.

This is where you learn to represent the company, not just the tech.

You Know You’re Struggling When

• Your name doesn’t surface in any public channels—even though your company is growing.
• You rely entirely on recruiters to attract senior hires.
• External engineers don’t know what your company builds—or why it’s interesting.
• Your only public appearances are reactive (e.g. crisis PR, support fire drills).
• Your CEO wishes you’d “get out there more,” but you don’t know what that means.

If your presence isn’t intentional, your absence will define you.

Ideal State

You’ve built a focused, authentic external presence that supports hiring, partnerships, and strategic growth. You’re known for what your team is building—and why it matters. Candidates know your values. VCs know your bets. Partners understand your platform.

And none of this is performative. It’s just a reflection of how you lead.

Closing the Gap

1. Pick one visibility channel. Write a post, join a podcast, speak at a niche event. Choose a format you can sustain, not one you feel pressured into.
2. Tell real stories. Don’t market. Talk about hard tradeoffs, what didn’t work, and how your team thinks. That’s what earns trust.
3. Collaborate with talent and marketing. Visibility is a team sport. Support employer branding, not as fluff—but as a signal.
4. Engage with peers. Join curated CTO circles or forums. Influence grows when you’re learning and sharing with equals.
5. Make visibility repeatable. Block time each month to contribute something that helps others understand what you stand for.