If you’re aiming to build a high-performing company, you plan for expansion opportunities as early as possible. You outline an action plan, arrange funding options, and prepare your people so that you can seize chances for growth with both hands.
Shouldn’t you apply the same kind of proactive preparation to your executive hiring? Changing C-level leaders has as much, if not more, impact on your company as opening a new location or introducing new services.
The best companies know that the time to start planning to hire their next leader isn’t when they’re desperate to fill the role. Rather, they continually prepare for great C-suite hiring. Here’s why:
1. They Want Aligned Executives
Whether you expected a leadership transition or it happened suddenly, it’s easy to focus on just filling the seat and avoiding a leadership gap. You go into problem-solving mode. However, urgent and reactive hiring often leads to missteps.
You may settle for a candidate who looks good on paper without checking if they will align with your culture. You might miss red flags in the interview process because key stakeholders didn’t have time to provide input. You prioritize speedy hiring rather than quality leadership.
These rushed decisions ripple through your company. A misaligned executive often sends the wrong message to your team, undermining company culture and confidence in your leadership team. A reactive hire is also more likely to leave, resetting the cycle and causing more instability.
With foresight and a proactive approach, you can avoid these issues. You can hire a leader aligned to your values and goals when you’ve contacted and vetted potential candidates before your leadership transition. It gives you a head start on filling the seat, giving you valuable time to choose an aligned leader.
2. They Want Access to Great Leaders
The best executive candidates currently lead companies where they feel valued and enjoy their work. And when they’re ready for a new opportunity, they aren’t waiting for a post to appear on a job board. They typically have researched and identified the next step in their career path well before making a move. Companies that want access to top executives must take a similarly proactive hiring approach.
This planning involves building a leadership pipeline well in advance of hiring, based on conversations with passive candidates. You introduce your company vision and culture, as well as really get to know the candidate’s leadership style and goals. You’re building a relationship with talented executives.
Then, when it’s time to accept applications, you’ve got trusted connections to great leaders. You know which people would align with your company and who would be interested in moving. Now you’re in a position to bring in someone exceptional without delay.
3. They Want to Keep Operations Smooth
If you’ve ever been through a lengthy executive search, you know how it disrupts the entire company. The rest of the C-level team has to pick up the slack, and even interim leaders can’t maintain the same level of focus and momentum. The stress on your systems and culture grows the longer a leadership seat stays empty.
By having vetted, engaged candidates in the pipeline, you already know who aligns with your values and strategic goals. Your preparation shortens your time-to-hire, allowing you to maintain your company’s momentum. Saving time and limiting stress is especially important when the role ties directly to company growth, such as during a Chief Operations Officer (COO) executive search.
4. They Want to Grow
As your company evolves, the leaders who got you to this stage of success might not be the same people who can take you to the next. That’s just part of the journey. Ignoring it out of loyalty to your current executives won’t help them or your business to continue to grow.
Instead, think ahead about the kind of leadership your next phase will require. If you’re entering a period of rapid expansion, you might look for an executive who can scale systems. If you’re shifting business models, you might need an industry outsider to help you adapt. Hiring an executive who has led other companies through the changes you’re facing can make all the difference for your growth.
Planning ahead allows you to identify those needs early and build relationships with individuals who have the necessary experience and knowledge. Then, you can be certain your next hire will help your company progress.
5. They Want Continuity
Planning ahead is standard practice for your C-level team. You prepare financial, marketing, operational, and capital structure strategies for the future. That’s how you decrease risk and manage the uncertainty of the future. The same goes for leadership hiring.
When you treat executive hiring as a continuous, strategic initiative, you protect your company from the hidden costs of leadership gaps. You avoid the operational slowdowns, missed opportunities, and morale drops. Taking the time to find candidates who match your culture and mission means your new hire can integrate into your C-level team right away. That kind of continuity gives you a significant edge over companies stuck in crisis mode.
How Executive Search Partners Keep You Ahead
What if you want to prepare now for executive hiring but lack the resources to do so? Staying connected with relevant leaders and building relationships with new ones requires consistent effort, which can be challenging when you’re busy running a company.
In that case, consider working with a trusted executive partner. These hiring experts put in the time to understand your company’s DNA and connect you with potential hires. And because they continuously map the market, track top talent movements, and maintain relationships with high-caliber leaders, their executive search services can give you access to a comprehensive talent pool.
The right partner becomes an extension of your leadership team. Your retained executive search firm scans the horizon for talent aligned to your vision and goals, preparing potential candidates for your future C-level hiring.
Invest in Leadership Today
A pilot can’t afford to wait until he’s had a heart attack to find someone to fly the plane. And you can’t wait until you face a leadership crisis to think about your next hire if you want to establish a high-performing company. By prioritizing executive hiring now, you position your company to navigate change and seize new opportunities with a solid leadership plan.
So start those conversations now. Contact executive recruiters who understand your industry. Invest in leadership today to secure a bright future for your company.
