What qualities should you look for in an executive search candidate?

One thing I'm still trying to get right more often than I get wrong is to find the right soft skills as opposed to hard. In hyper-growth you need: - CSGs - Common-sense generalists - regardless of the problem they can understand it and find a solution - A growth mind-set - learning and being outside the comfort zone is where they're headed, so it helps if they've come from there too - Adaptability - unlikely the role will look like anyone thinks it will in a year's time. - An ownership mentality - people who own the outcome

Looking for candidates with vision, resilience and a collaborative spirit. Look for a track record of passion, adaptability, and successful change leadership among our dynamic team.

The audience for true executive search will be reaching the pinnacle of their vertical/sector. So fresh challenges come from new markets and new verticals. Hence the priority is an embedded skill set which can be repurposed and softer skills to engender teams to follow despite being a non-natuve hire into a fresh market/sector.

1) Intellectual curiosity. 2) Do you have a current book of business? If not, where was your most recent success in sales? 3) Describe how you identify and meet with key decision makers. 4) Tell me about your last broken search. How did you fix it? 5) If you've not been in search previously, have you sold services elsewhere?

Strong leaders inspire and guide their teams, fostering a positive work environment. Look for candidates who can communicate effectively, delegate responsibilities, and make tough decisions while prioritizing the development and well-being of their team.

It is important to ask: How did they handle situations where employees may lack motivation or underperform? An additional layer to explore: What is their approach to individuals who are exceptionally assertive or pushy? Inquiring about their strategies for managing and transforming low motivation into productivity and addressing challenges posed by assertive personalities will provide valuable insights into their leadership versatility and adaptability.

"The secret to success is good leadership, and good leadership is all about making the lives of your team members better" The way someone speaks defines a lot about their style of leadership.

You want someone who's not just a boss but a real leader—someone who inspires and motivates. A top candidate should have a proven track record of effectively managing teams and making informed decisions. They need to show they can handle responsibility and drive results, all while maintaining strong communication and problem-solving abilities.

Ein Executive-Kandidat muss nicht nur Anweisungen geben können, sondern auch ein inspirierender Motivator sein, der sein Team mitzieht. Eine gute Führungskraft erkennt die Stärken ihrer Mitarbeiter, fördert sie und sorgt dafür, dass alle an einem Strang ziehen. Es geht darum, Entscheidungen zu treffen, auch in schwierigen Zeiten, und Verantwortung zu übernehmen. Ein Kandidat mit echten Führungsqualitäten schafft es, Vertrauen aufzubauen und ein Umfeld zu schaffen, in dem das Team gemeinsam wächst und erfolgreich ist.

Dig deeper. Along with industry knowledge see what mechanisms they've employed to scale the solution, foster cross-organizational impact, drive innovation, and navigate/adapt change.

In-depth industry knowledge is essential for understanding market dynamics, staying ahead of trends, and making informed decisions. Candidates should showcase a grasp of the competitive landscape and demonstrate how their expertise can contribute to the organization's success.

Industry knowledge stands out as a key quality for an executive search candidate. Look for candidates who exhibit a deep understanding of sector trends, competitive dynamics, customer needs, and regulatory standards. During the assessment, delve into their insights on the current and future state of the industry and explore instances where they’ve applied their knowledge to foster innovation and deliver value.

They should understand your industry well to effectively identify and attract top talent.. have good knowledge of talent market and can guide stakeholders

Look for someone who's up-to-date with the latest trends, understands the history, and can foresee upcoming changes. I would focus on finding candidates who really know the ins and outs of the industry, so they can jump right in and make informed, impactful decisions from day one.

Dig deeper to find candidates who aren't just skilled but are also a good match with the company's core values and the existing team dynamics. Candidates who fit well culturally are more likely to stay long-term, reducing turnover and building stronger internal relationships.

Checking with the candidate on what is the most important thing that they see at the next organization they work for, will give us a few pointers on their values.

Cultural fit ensures alignment with the organization's values, mission, and working style. Candidates who fit seamlessly into the existing culture are more likely to collaborate effectively, enhancing team dynamics and overall workplace harmony.

Cultural fit is just as important as skills to do the job and as companies get smaller, the importance increases. In large companies the hard edges of personalities can be smoothed by the back up of people and technology, but in a small company your exposure to a new person is more frequent and the interdependence is profound. The “would I choose to have a drink with this person” interview thought process may be overdone, but within a start up/scale up, it’s still a decent sense check.

It's essential to be aligned with the company culture.as culture define the work approach and ethics. An recruiter should able to be collaborative and transperent.

Demonstrating growth mindset is critical for Exec-level talents. Some of the behaviors you can look for while speaking to them would be: 1- How are they seeking out knowledge and skills to navigate the complexities of the business world? 2- If they champion the belief that talent can be developed, both within oneself and in others. View setbacks as opportunities for growth and resilience. 3- Ways they demonstrated openness and receptivity to feedback. 4- How they approach each challenge with humility, recognizing the capacity for continuous improvement. 5- Examples when they provided a psychologically safe environment for their teams to test ideas, learning from results, and refining processes.

An executive search candidate’s growth mindset is pivotal. Seek individuals who are committed to continuous learning, improvement, and fostering development in themselves and their team. Evaluate their capacity to embrace feedback, tackle challenges, and remain open to new ideas and opportunities. Inquire about specific instances where they’ve learned from successes and failures, highlighting their proactive approach to personal and professional growth.

What do they prefer do in their spare time, can define their Growth Mindset. Not only willing to learn but to share. Asking them questions on challenges or comments they have received from their team and how they perceived it, will be helpful.

A growth mindset indicates a candidate's willingness to learn, adapt, and embrace challenges. Executives with this mindset are more likely to lead teams that continuously seek improvement, innovation, and are resilient in the face of setbacks.

Leaders with a growth mindset encourage innovation and are not afraid to take calculated risks. Their approach to leadership involves mentoring others and promoting a learning environment that benefits the whole company.

Executive search can be tough as top quality candidates are usually passive and more difficult to convince. If passion is lacking, the drive to pish through and get results can fade away. Executive Search has to be something the individual has to be happy and excited about. Before you can consistently devote your time to finding high level candidates, you must search yourself and ask the question "Is this for me?".

Genuine passion for the industry and enthusiasm for the company's mission can be infectious. Executives who are genuinely excited about their work inspire motivation and dedication among their teams, creating a positive and dynamic work environment.

I prioritize those who not only have the skills but also a palpable excitement for the industry and the specific challenges of the job. Enthusiastic leaders are infectious; they spread their drive and commitment throughout the organization, which can lead to higher engagement and better results across all levels.

Du suchst jemanden, der für seine Arbeit brennt und diese Energie auf das gesamte Team überträgt. Ein Kandidat, der mit Herzblut dabei ist, bringt nicht nur Fachwissen mit, sondern auch den Antrieb, immer das Beste herauszuholen. Diese Begeisterung wirkt ansteckend und schafft eine positive Atmosphäre, in der alle motiviert sind, gemeinsam Großes zu erreichen. Leidenschaft zeigt sich in jedem Detail, in jeder Entscheidung – und genau das ist es, was den Unterschied macht. Ein Kandidat, der wirklich für seine Aufgabe lebt, bewegt mehr.

Integrity and Ethical Leadership: C-suiters must set the ethical tone for their organizations and uphold the highest standards of integrity. They should be transparent, accountable, and committed to doing the right thing, even when it's difficult. Probing this area of their capabilities is key.

Adaptability A rigid executive will , at best, thread water. Thread water long enough and well... you know the rest With the fast moving, difficult and volatile global business context, adaptability is a trait that cannot be overlooked nor compromised on.

Some of the key skills to look out for in an Executive search assignment are the ability to lead by example and empowering team members to make critical decisions. A coaching mindset that lets the team realise their true potential and quickly learn from mistakes and evolve. Situational judgement is another important skill to look out for.

Ein Executive muss in der Lage sein, klar und überzeugend zu kommunizieren – sowohl nach innen als auch nach außen. Es geht nicht nur darum, Botschaften zu übermitteln, sondern auch darum, zuzuhören und auf die Bedürfnisse anderer einzugehen. Ein Kandidat, der auf allen Ebenen gut kommunizieren kann, fördert den Austausch im Team, löst Konflikte schneller und stellt sicher, dass alle auf dem gleichen Stand sind. Gute Kommunikation ist der Schlüssel, um Visionen zu teilen und gemeinsam in die richtige Richtung zu steuern.

The additional considerations emphasize the importance of well-rounded qualities. Effective communication, problem-solving, emotional intelligence, and ethical behavior contribute to a leader's ability to navigate challenges, build relationships, and make decisions that align with the organization's values and objectives. These traits collectively enhance an executive's overall effectiveness in a complex business landscape.