When a leader leaves, the ripple effect can shake the entire organisation, and with that the very fabric of the culture and way you work together, or would like to. Replacing them is more than just filling a role; it’s a chance to steer the organisation forward and improve the way we do things. But it’s also a huge risk.
So we hand over this critical process to an expert, an executive search agency, someone who knows the market and promises to find us the unicorn.
But here’s the catch: they might know the market, but how well do they know you? (Let alone, do unicorns exist…?). They’re rewarded for landing a high-salary placement, not for ensuring it lasts. And they’re one step removed from the nuanced and important work of building and sustaining your culture.
But they do offer a way to reduce the risk… A recruitment guarantee sounds comforting: you get a free replacement if the hire doesn’t work out. Then there’s probation — another safety net. On paper, the risk seems covered. You got yourself a candidate; if they don’t work out, you get another go. Simple.
But zoom out.
The real cost is so much bigger.
Let’s talk about that opportunity cost, and the opportunity lost.
You’ve paid for a premium executive search. You’ve technically “mitigated” the risk by locking in a free replacement if it doesn’t work out. To save time and resources, you reused the same PD, brief, and Seek ad. Ran the best on paper through a few interviews. Even asked a savvy team member to gauge the vibe.
Then they start… and something’s off.
They don’t communicate like the team. They’re unclear on expectations. Their skills don’t quite fit your real-world challenges. They clash with others, tensions rise, and suddenly your team is spending time managing the fallout.
That’s okay, you get another shot.
But this next shot costs more time, energy, and goodwill. The team is weary, trust is shaken, and there’s still no guarantee the next hire will be any better.
Lets flip the approach, from mitigating the risk to setting up for success
Instead of focusing on replacing the person, what if you reduced the risk from the start? Not by having a longer shortlist. Not by trying again and again until it sticks. But by recruiting better, AND by setting your new hire up for success before the search even begins. By working with their strengths, aligning them with the team and the culture, building receptivity before they walk in, and then backing them in from day one.
A totally different approach – and way beyond a blunt psychometric.
We don’t “flick and hope they stick” when approaching a recruitment project.” We explore, understand, and embed.
We start with your culture. We want to know what makes your team work, and what’s getting in the way. We look at your strengths and gaps, where you’re heading, and how this new person will help shape that journey. Even if you’re great, how could you be even better?
Then we explore the market, not just for people who tick the boxes, but for people with unique strengths, quirks, and values. We meet them without preconceptions. We listen deeply. We learn what matters to them, how they work, the work they want to do, and where they’re up to right now – Not just what’s on their résumé.
Once we’ve found the right person and given them a clear understanding of what they are heading into, we don’t stop there. We back them in and fully invest in embedding them properly. We coach, support, and integrate them into your business and team, ensuring everyone knows what to expect and how they’ll play a role for each other, giving the new person the very best shot at long-term success.
Because most failed hires aren’t about skills. They’re about how someone starts.
