Judgment.
We combine market knowledge, pattern recognition, and a realistic view of organizational dynamics. Our role is to help clients see the trade-offs in each decision, not to simplify them.
A home for leaders in technology since the eighties.
Computer Strategies, Inc. was established in 1984 as an IT executive recruiting firm. We have worked quietly alongside CEOs, founders, and boardrooms to help them make leadership decisions in an environment that demands change.
C.S.I.C.A.L.L.S. — Computer Strategies, Incorporated, Calls & Appointments as Leads for Leaders to Scale. We spent forty-two years perfecting the CSI call, doing executive recruiting and executive consulting. Today we are proud to offer verified inbound calls as an integrated customer-services capability.
Continuity
Continuity of leadership.
CSI has been led by a small, stable group of principals who have worked together over many cycles of technology and capital markets. This continuity allows us to maintain context on companies, markets, and leaders over long periods of time.
Our work is intentionally concentrated. We support a limited set of client companies, often across multiple stages of their development, rather than operating at volume. Many of the executives we advise today first came to know CSI earlier in their careers, and have continued the relationship as they assumed broader responsibilities.
We approach each engagement with the same principles: careful preparation, direct conversation, and a preference for long-term alignment over short-term optimization. Titles and trends change; the underlying judgment about people, teams, and structure does not.
Leadership
Principals who built the firm.
CSI is led by a small group of principals working in continuity with the founder's original standards: discretion, thorough preparation, and an unsentimental commitment to fit and quality.
Founder · 1984
Debbie Brodie
Founder, Computer Strategies, Inc.
Computer Strategies, Inc. was founded by Debbie Brodie, who built the firm around a simple idea: that careful listening and quiet, consistent work could be more valuable to executives than broad visibility. Debbie's early focus on the intersection of computing, software, and business operations positioned CSI at the center of a rapidly evolving industry.
Her approach combined direct communication with a deep sense of responsibility to both clients and candidates. She insisted on understanding the full context around every leadership decision: the company's history, the board's expectations, and the individual's personal and professional trajectory.
Many of the relationships she established — in venture capital, private equity, and operating leadership — continue today. Current CSI principals work in continuity with the standards she set: discretion, thorough preparation, and an unsentimental commitment to fit and quality.
Chief Executive
Joshua Small
Chief Executive Officer, Computer Strategies, Inc.
Joshua Small leads CSI's current chapter, extending the firm's tradition of quiet, judgment-driven advisory into the Client Scaling Initiative. His focus is on the intersection of leadership, data, and direct human signal — the disciplines that determine how an enterprise scales without losing its operating discipline.
Under his stewardship, CSI maintains its founding principles while expanding the operational reach of its work: verified inbound calls, enterprise data intelligence, and continued executive recruiting — all delivered with the same restraint and care that have defined the firm since 1984.
Joshua works in continuity with the relationships and standards Debbie established. The clients, the cadence, and the quiet manner of the work remain unchanged; the means of delivering it have simply grown.
Enduring
Principles that have outlasted the cycle.
CSI's work is organized around a small set of principles that have remained constant as the technology landscape has changed.
Integrity.
We are clear about what we can and cannot do, and we do not trade near-term opportunity for long-term trust. Confidential information stays confidential; expectations are set conservatively and met reliably.
Quality.
We prefer fewer, better matches over a broad slate. Every introduction reflects our view that the individual and the organization can do important work together — not simply that they meet a set of formal criteria.
Discretion.
We operate quietly by design. Many of our assignments are never public, and our relationships with executives often extend well beyond any specific project.
Continuity through change
Staying current without losing perspective.
From mainframes and client-server architectures to cloud-native platforms and AI, CSI has adapted its work to each generation of technology while keeping its underlying methods consistent.
As data and tools have become more abundant, the scarcity has shifted from information to interpretation. Our focus has been to integrate new sources of insight — market data, product telemetry, talent analytics — into a disciplined view of leadership and organizational design, rather than to chase each new platform in isolation.
In this environment, long-term relationships are even more valuable. The ability to compare today's decisions to those made five, ten, or twenty years ago — often by the same individuals in different roles — provides a level of calibration that cannot be replicated by data alone.
The Client Scaling Initiative
An application of decades of practice.
CSI's Client Scaling Initiative extends our advisory and recruiting work into a structured program for leaders managing inflection points in growth.
It is not a departure from our history, but an application of the same principles — judgment, integrity, quality, and discretion — to a broader set of questions around organization, go-to-market, and executive capacity at scale.
The Initiative draws on decades of observing how companies navigate transitions: from founder-led sales to institutional go-to-market teams, from single-product offerings to portfolios, from local operations to global footprints. It is designed for leaders who want a grounded external perspective without adding noise to their organizations.
In practice, this means working with a small number of executive teams over extended periods, combining advisory work, targeted recruiting, and structured review of scaling decisions. The emphasis remains on clarity, confidentiality, and practical outcomes rather than programs for their own sake.
A quiet invitation
Our best work is done in private.
With leaders who value direct conversation and an extended time horizon. If you are considering a leadership transition, planning for a new phase of scale, or simply want an external point of view, we welcome a confidential discussion to determine whether there is a fit.
Responses are handled directly by a CSI principal. There is no mailing list or automated follow-up.