- Think about the key hires
you may need.
- Develop a prioritized list.
- Plan for surprises.
Create a 12-18 month
- Meet with people at top companies in the role
you are trying to fill – learn what great is.
- Prepare to speak with candidates before you are
ready to hire.
*Ask yourself: “Why are you looking to fill this role?“
- Take control of the candidate process early on
and maintain control throughout.
- Maintain a balance between buying vs. selling
- Stay organized. Always have next steps for the
11. Aspects of current job that
candidate is dissatisfied with.
Ex: Hit a ceiling for career growth, bad culture fit,
change in management, lack of confidence in
direction of company
Identify Pushes & Pulls
Pulls What is driving them toward your
Ex: Desire for intellectual stimulation, opportunity
for growth, enthusiasm for company mission
12. Listen Intently
- Candidates may not talk openly about pushes, but
listening carefully may give you a good sense of
what they are.
- Uncover all questions and concerns about joining
your company well before the offer is made.
*Ask yourself: “Is this candidate closeable?“
- Ask candidate to create a list of all the
reasons why he/she would or would not move
- Allow time for your candidate to visit and
resolve each of their concerns.
- Know what they are thinking at each step of
Reading the Candidate
A Mini Board Meeting is a chance
for your prospective executive to
present a strategy plan to your
leadership team or board,
ensuring both parties are aligned.
- Ask the candidate to prepare a plan that outlines
how he/she will approach the new role.
- Do this before making the final offer.
- This works for any executive position; not just a
CEO reporting to a board. A VP candidate should
do this with the CEO.
Mini Board Meeting
18. Work to disagreement.
The goal is to make sure you and the candidate
understand how to work through situations
where you disagree, prior to formally working
- Look for patterns. Find developmental areas.
- Dig deep into candidate’s past experience.
- Don’t be afraid to ask:
“What?”, “How?”, and “Tell me more..”
A 360 Degree Process
*Ask yourself: “Do I want to manage this person?“
- Learn the candidate’s expectations early on. Ask
about compensation in his/her last few roles.
- If you are worried about your ability to close the
candidate at this point, start to work on their
expectations and see if you can get them more
aligned with where you believe your offer will
The Compensation Trap
- Continue to develop a clear understanding of the
- At the end of the process, once all other issues
have been resolved, give the candidate a sense
of what the compensation package will look like.
- This should be the last thing you discuss before
the final offer.
The Last Thing
- By the time you are ready to make your offer, the
candidate should be able to look you in the eye
and say “I want the job.” If the person can’t do
that, you have more work to do.
- If you sense hesitation, figure out the source of
reluctance and manage it.
Reading the Candidate
- Once you’re confident all concerns are addressed,
you are ready to make the offer.
- At this point, you should have confidence that
when you make the offer it will be accepted.
- You should be able to sense a high level of
enthusiasm and commitment from the candidate.
The Final Step
*Note: Always make the offer in person.