hiring

When a critical leadership role opens, hiring leaders at most organizations fall into a common pattern: post the job, cross their fingers, and hope the right person applies. It feels efficient. It feels neutral. And when resources are stretched and pressure is mounting, it often feels like the fastest (or perhaps only) path forward. But for the roles that really matter (like leadership roles), it’s also one of the riskiest choices you can make. Posting a Job Is Not the Same as Running a Search A job posting answers a narrow question: Who is actively looking and confident enough to Read more.

In moments of urgency—when a role has been open too long, a team is stretched thin, or pressure is mounting—hiring decisions tend to narrow. You might look for familiar paths and prioritize speed and certainty, which typically means you zoom in on credentials. Has the candidate held a role like this before? How many years of experience does she have? Does he have the right degree? The often-overlooked problem with this approach? You might decipher their past experience, but you miss the qualities that determine whether a leader has the capacity to grow, adapt, and succeed today. A resume can Read more.