Key differences when hiring at the executive level

Beacon Hill is heavily experienced in executive search¹. Our comprehensive search process, led by industry experts, is centered around what matters most for your business's future—people. We know that when you need to hire an executive-level team member, there are very real things that don't follow average hiring formulas.

In this piece, we'll explore some of those varied elements that make this kind of search more complicated, as well as some of the ways you can solve for them.

1. Why an executive-level search begins

Sometimes, hiring for an executive-level role means your company has shifted direction or is currently evolving. Finding the person who will lead that change is necessary for success. Business priorities or goals may be in flux, and that's the time to look for a person to take on the key initiatives.

To make that happen, you must:

1. Identify what type of person can lead change
   What qualities does your executive-level hire need to have? Should they be an expert communicator? Do they need proof of efficacy regarding business ROI after a merger? Write it all down.
2. Design interview questions about the change
   Make your questions as direct as possible and use strategies like the STAR Technique (Situation, Task, Action and Result)² to determine whether the person in front of you is up to the challenge they will be given.
3. Hire the right person for your company's future
   It's all too easy to fall into the trap of hiring a person who performs like or fits in with your business as it is now, but executive-level hires should be future-focused, with new ideas to enrich the company.

2. The high level of visibility

Many roles require screening during the hiring process, but screening for an executive-level hire is much more intensive because once hired, that hire will be in a highly visible position. There can be no question that the right person was selected.

To make sure the right hire is made:

1. Create a strong screening process
   This process should be individualized to you and include all baselines used in executive-level hiring³. Those might include: 
    
   • Bachelor’s degree in a relevant discipline
   • Management experience in a similar role
   • Quantifiable experience creating and executing strategies and plans
   • Impeccable leadership and problem-solving skills (with examples of how they've been applied)
   • Able to establish long-term relationships with stakeholders
   • An understanding of relevant laws and regulations
   • Independent
   • Effective in fast-paced workplaces
      
2. Ensure candidates are comfortable leading visibly
   Even if your executive-level candidate is an introvert, they must be ready to show up publicly. Ask them about their comfort level in visible situations and make sure they provide real examples of when they have led from frontline positions.

3. A need to know someone

Yes, you can hire executive-level talent without help, but it's usually better to find a partner who regularly seeks out this kind of talent. They already have people in their networks and know precisely what to ask them to align with your goals.

Here are some things that matter when choosing a partner.

1. Picking the right partner
   Just because you're hiring and you need a partner doesn't mean you have to choose just anyone to help. Take your time.
2. Trust that partner to help you choose
   Once you've thoroughly vetted your chosen partner, it's time to trust them to find the person you need.

4. The nature of the search

While typical searches are posted publicly or recruited for in the open, executive-level searches can be confidential. Because of this, it's necessary to know the right people because this sought-after talent needs to find the listing to apply. This is another reason a partner could be beneficial.

To effectively navigate an executive-level search confidentially:

1. Network quietly
   Reach out to people you know who may be a good fit, but ask that they keep the information close to the chest.
2. Choose the right partner
   As stated above, certain recruitment partners can help with executive searches if you can find one you can trust fully and who understands you.
3. Take your time
   Executive-level hiring is not fast, at least not if you do it correctly. Trust the process and find the ideal hire.

Executive-level talent can make or break a company. Let Beacon Hill assist in your search if you want the right person to help your business move forward.

Sources and inspiration

1. Professional Staffing & Recruitment - Executive Search
2. Top behavioral questions to ask candidates for optimal hires
    

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