Finding the right executive isn’t just about filling a seat—it’s about securing the future of your business. Yet, many organizations approach executive search the same way they hire mid-level managers: they post a job, collect resumes, and hope the right leader emerges.
But at the highest levels, great hires aren’t found on job boards. They’re cultivated through strategy, insight, and a deep understanding of what makes leaders successful in your unique environment.
Here’s what most hiring teams miss—and what you can do differently.
1. Hire for Competencies, Not Just Experience
A stellar resume doesn’t guarantee a great leader. The real question is: What does success look like in this role, in this company, at this moment?
Take the example of hiring a technology leader. One company might need a high-agility innovator to fuel rapid growth. Another might be in a highly regulated industry, where diligence and process optimization are paramount. The right hire depends not just on what they know, but how they work and whether their strengths align with the job’s demands.
At Success Labs, we use a competency-based hiring model to define the most critical traits for success, ensuring we’re not just hiring a great candidate, but the right one.
2. Culture Fit vs. Culture Add: Which One Matters More?
The traditional hiring advice is to “hire for culture fit.” But this can lead to hiring the same type of leader over and over—without evolving the business.
Instead, we look at team values and leadership styles. What kind of leader will complement and elevate the existing team? What strengths are missing? For instance, a team that values collaboration but struggles with accountability might benefit from a leader who brings a structured, results-driven approach.
By focusing on culture add rather than just culture fit, you build leadership teams that push your organization forward, not just blend in.
3. Networks Matter More Than Job Postings
The best executive hires aren’t scanning job boards. They’re succeeding in their current roles—and they need a compelling reason to make a move.
This is why leveraging networks is one of the most powerful tools in executive search. Whether it’s through industry connections, strategic outreach, or tapping into leaders who have thrived in similar environments, the best candidates are often found, not applying.
A strong network isn’t just about who you know—it’s about knowing what motivates top talent and how to engage them in a conversation about the future.
4. Strengths Are a Lens, Not a Shortcut
We often incorporate CliftonStrengths into our process—not as a pass/fail test, but as a tool to deepen our understanding of candidates.
For example, if a candidate’s strengths show a high drive for strategic thinking and ideation, but a low emphasis on discipline and execution, they may thrive in a fast-moving, visionary role but struggle in an environment that requires methodical process-building.
Used correctly, strengths assessments help organizations understand how a leader will show up—not just on day one, but in the years ahead.
Final Thought: Don’t Just Hire—Strategize
A great executive hire can drive exponential growth, transform culture, and position a company for long-term success. But getting there takes more than a job description and a list of must-haves—it takes a strategic approach that considers competencies, team dynamics, networks, and leadership strengths.
At Success Labs, we help organizations do just that. Because when you hire the right leader, you’re not just filling a role—you’re shaping the future. Click here to learn more about our services.
Success Labs is a leadership development and management consulting firm in Baton Rouge, Louisiana. For 40 years, our expert team of consultants has worked with hundreds of companies to grow leaders, build teams, and drive results through great people strategy. Contact us to get proactive about expanding your company’s potential and stay up-to-date with our latest news and leadership development updates here.
