Have you ever stared at a list of “must have skills” and the Venn diagram just doesn’t overlap? It happens all the time.
Let’s talk about what to do.
I worked with a hiring manager who was a great leader, highly respected, super technical, high impact communicator, low ego, all around great at what he did. He was hiring a technology VP who was:
- Highly technical
- Experience managing a team of 500+
- Worked at scale
- Excellent leadership, communication, collaboration, and influence skills
- Customer focused (b2c)
- Culture fit
- In a specific geography or could relocate
- Recruitable / open to looking
- In the compensation range
The first two bullets alone are hard to find in one person. Each following bullet narrows it down even more. I know “culture fit” is not technically a bullet, but it was well defined for this client at the time. I knew what it meant.
What we did:
Created a well defined search strategy, covered the market, and the client interviewed candidates and saw what was out there.
💥 Then we stack ranked what was important.
💥 This was the pivot: We realized we could flex on prior team size.
💥 Our client would set this person up for success and mentor them to be a strong people leader of large teams.
We placed a stellar VP who had never managed teams larger than 75. He was a great hire.
Moral of the story? Recruiting isn’t easy, and the ideal candidate may not exist. All searches are fillable. It comes down to consultative partnerships, honest feedback, willingness to listen and pivot, and hard work.
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🌟 Hiring? Get in touch: Somer@DistinguishedSearch.com
📘 🎤 Want to know the behind the scenes of executive search? Check out my book, Search in Plain Sight: https://lnkd.in/gqgu4vuq on Amazon or Audible.
📽 The online course is in motion: Mastering the Executive Job Search.
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