Key takeaways👇🏻
💎 Do they have an ownership mentality?
🧐 Can they think strategically?
🧩 Do they fill the critical gaps of your leadership team?
💃🕺Does their working style fit your org?
🧲 Are they a magnet for talent?
More details 👇🏻👇🏻👇🏻
“First identify whether the open role is value creating or value protecting. If it’s value creating, focus on ideas they’ve taken from start to finish even if they aren’t related to the role.“
“Effective executives need to be able to take things off your plate, not add to it. They solve problems before you even know about them... completely own everything within their scope and not constantly be looking to you for direction.“
- Answers are substantive and thought-out strategies
- Quite different from what their prior company was taking
- Owns mistakes, using “we” and “I” more often than “they”
- Can talk about this for hours, from different angles
“This one is amongst the most difficult to assess. You are trying to figure out whether this candidate can keep a business equation in their head and understand how to pull all of the various levers that affect that business equation.”
- Zero in on key risks and structural advantages
- Understand each step of your funnel
- Ask the same questions that keep you up at night about the long-term viability of the business
“...write down all of the existential risks to the business, and all of the strengths of the current leadership team. Wherever there is the biggest gap amongst the biggest risks is where you should focus on for hiring.”
“You also want to assess how this person works and how that would fit into your organization… Assessing someone’s workstyle requires doing real work with them. You want to spend at least 15-20 hours with an executive before hiring them.“
“...what you are looking for here is whether the candidate has built teams before… someone who is a magnet for talent. When you hire them, they have a list of 5 people who they will immediately be able to recruit in.”