A Sweet C-Suite Experience

C-suite Hiring Must-haves

Hiring a new C-suite executive to join your leadership team is one of the most consequential decisions you will ever make.

A new hire in the C-suite signals to employees that your organization sees a way forward; whether it’s maintaining the status quo or setting forth on a new and different path is up to you and dictated by the attributes of the new hire.

“C-suite talent moves and shapes the direction of the company, so investing the time to develop relationships with this level and caliber of talent is critical. The foundation of these relationships must be a shared purpose and it is just as important for a candidate to get to know the company, as it is for the company to learn about the qualifications of the candidate,” says Forbes.

Strategies For a Successful C-suite Hire

“When hiring for a C-suite role we always start with a deep understanding of our client’s need and culture.  We need to understand what “problem” they want this individual to solve.  It could be a turnaround situation or a growth plan for expansion. Identifying the challenges and opportunities of our client helps us align who can lead them down their desired path,” said Mark Fisher, TZR president.

Ask the Right Questions Get the Right Hire

This article addresses one of the essential hiring questions at the C-suite level stating “Developing a clear sense of mission and building a culture that genuinely reflects that purpose is vital. If your culture doesn’t authentically reflect your overall objectives and vice versa, it can be difficult to attract great candidates.”

While TZR only works with the best vetted candidates – your organization must be prepared to ask and answer questions on a wide range of topics including your “must-haves” for a leader who will have a significant impact on your bottom line.

Be prepared to discuss:

• Challenges facing your company including any gaps at the C-suite level
• The future of the company and the hire’s potential impact
• 90-day needs and expectations
• What you can offer beyond financial compensation

C-suite Compensation Calls For More Than Money

It’s not necessarily all about the money like it has been in the past. The world works differently these days, and depending on the industry in which you are operating, your organization can use its intangible strengths to appeal to high-level executives. This can mean less focus on a high salary and complicated bonus structure, and more on offering a creative and innovative opportunity to lead.

“This is your chance to use your vision for the future to appeal to a potential executive’s desire to leave their mark” recommends Mark.

Forbes quotes “Most C-level executives have the luxury to choose where they want to do their work. They don’t want a standard package… successful recruiting is about reimagining the C-level role and what it looks like. People are more interested in a portfolio career instead of working at one place for a while.”

Challenges That Can be Solved

• Demand for qualified executives has also created a C-Suite level shortage that can impact your organization’s ability to adhere to previously determined timelines and schedules in order to keep things moving forward without missing a step.  According to Forbes “There are really not enough qualified C-level candidates across the board.”

• Inefficient process – One of the biggest challenges we witness is a company’s slow that is not ideal when filling roles at such a high level. If and when a key target becomes ‘available’ on the job market, their time spent there is limited. Being able to move quickly, attract your ideal candidate and put together an offer that will appeal to them is more important than ever. 

• Advances in technology and the more common acceptance of remote work have, in many industries, created a more cut-throat scenario where the best-of-the-best are in high demand.

“Organizations are revisiting their business models and racing to tap into disruptive technologies to better serve their customers, and in the process, expand their portfolios of products and services. The new world of global business requires new traits and competencies of leaders and demands a different type of culture where innovation can flourish,” according to the Association of Executive Search and Leadership Consultants.

But remember, it takes a human to guide you through the process and ultimately make the right selection.

TZR’s Specific Executive Search Gets Results

At TZR, we are experts in addressing the strategies and challenges during the C-suite hiring process. Our team of industry experts is tapped into a network of job seekers that will identify the best person for the job every time. Our style of recruiting is most valuable when it comes time to find the newest member of your Executive Leadership team.

“We have a deep nationwide bench of C-suite talent, but when it comes to this level of position, we never assume we have the best person ‘on the bench’.  We always take a fresh approach and research the industry at each point in time.  This assures that the best talent in the market has been identified and engaged for each unique opportunity,” concludes Mark.