Senior hires shape strategy, culture and results. Because the strongest leaders are usually employed and not browsing job boards, executive search relies on research and relationships rather than advertising.
Start with a clear mandate
A leadership brief goes beyond a job description. It should cover the business problem the hire will solve, the first twelve months of expected outcomes, reporting lines, team size and the cultural traits that matter to your organization.
Map the market
Search consultants build a target list of people already doing the job at comparable companies. This is a confidential, proactive approach, and it is the main difference from standard recruitment.
Approach with a story, not a vacancy
Senior candidates respond to scope, mission and growth, not a list of duties. Explain why the role exists, what success looks like and what support the leader will have.
Assess beyond the CV
Structured interviews, scenario discussions and thorough referencing are essential. Pay attention to how a candidate has handled difficult periods, not only successes.
- Ask for specific examples with measurable outcomes
- Speak to former colleagues at different levels
- Test cultural fit through conversations with the wider leadership team
Close with care
Offers for senior roles involve compensation, relocation, notice periods and counter-offers. Staying in regular contact during the notice period reduces the risk of a late withdrawal.
