Why most leadership hires fail before they even start.

When organizations start the process of hiring new leadership, they typically begin with a title.

“We need a VP of Strategy.”

“We’re looking for a Director of Operations.”

“Our CFO said we need a controller yesterday.”

But here’s the problem:

A title isn’t a job description. And a job description isn’t a strategy.

Too often, hiring conversations focus on the role’s label — not its purpose.

And when that happens, even the most qualified candidates can fall flat.

Where Hiring Goes Sideways

The mistake I see over and over again?

Companies try to hire before they’ve defined what success actually looks like.

They say they want someone “strategic,” but can’t articulate what that actually means in the context of the business.

They say they need someone “hands-on,” but haven’t considered what support structures are (or aren’t) in place.

They look for someone who’s “done it before,” but forget to ask: done what, exactly?

Ask These Questions Before You Post a Job

1. What specifically needs to change or improve after this hire is made?

   
   

2. What do we need this person to accomplish in the first 90 days? First year?

   
   

3. What kind of leader do we need for where the company is going — not just where it is today?

   
   

4. What does success look like when no one’s watching?

   
   

These questions aren’t just HR fluff — they are the difference between hiring someone who fits on paper and hiring someone who moves your business forward.

Recruiting Is About Readiness, Not Just Resumes

When working with clients, I often hear:

“We’re struggling to find the right person.”

But often, what's really happening is this:

“We’re not clear on who we actually need.”

Our job as a search partner is to help you slow down just long enough to get clear — so that when you do move fast, you’re moving in the right direction.

The Power of Clarity in Hiring

Set yourself up to find candidates who possess not just the necessary skills, but also the traits that will further your vision.

Clarity before candidates. It’s essential.

This investment in clarity not only makes the hiring process smoother but also supports the long-term success and stability of your leadership team and the entire organization.

When you prioritize readiness over just resumes, when you ask challenging questions, and when you take the time to develop a focused strategy, your company can avoid misalignment and pave the way for truly impactful leadership.

And if you want a partner to help you map it out? That’s what we do best.

Let’s talk.

— Amy

Founder, Talent Executives