Each role is unique, with a unique set of nuances to be understood and defined.
However, in our experience, there are some key considerations we pay attention to when filling senior leadership roles, non exec positions and expert requirements.
Click on the options below for examples of things we think about:
- Business impact - Focusing on ability to deliver on targeted business impact rather than rigid candidate profile criteria
- Experience / skill mix - Determining balance between business scaling experience / functional leadership / hunger and drive
- Culture fit - Recognising potential need to enhance culture, without pushing too little / too far
- Diversity – Ensuring diversity essential, but not diversity of values
- Personal dynamic – Assessing likely dynamic within leadership team vital particularly where founders are involved
- Experience / skill mix - Determining importance of non exec / governance skills vs. functional skills vs industry understanding / connections
- Motivation - Understanding motivations of potential candidates – so much more complex than exec roles
- Commitment - Ensuring clarity on commitment level required
- Diversity - Understanding potential role of diversity – including whether governance structure in place to manage diversity
- Personal dynamic - Determining balance required between challenging business / CEO vs supporting business / CEO
- Experience / skill mix - Determining importance of non exec / governance skills vs. functional skills vs industry understanding / connections
- Knowledge – Subject matter expertise required
- Business understanding - Ability to understand business situation and requirements
- Communications / influence - Ability to impart knowledge in a way that is relevant and makes sense to the business
- Values alignment
- Availability and affordability
We define success not in terms of filling roles but in terms of
client business value creation.
