Leadership Hiring is about finding a Force Multiplier for your Next Stage of Growth. Its not about the Title.
The biggest hiring mistake founders make at scale?
Treating leadership hiring like any other hire.
Here’s what we see again and again:
A company is growing fast. Revenue is up. The team is stretched. So someone says, “We need a VP of Sales” or “Let’s get a CFO in here.”
A job description gets posted. Resumes start flowing in. Interviews happen.
And three months later, the hire doesn’t stick.
Not because the person wasn’t talented. But because the brief was built around a title — not around the actual leadership gap.
When we work with founders on leadership mandates, the first conversation is never about the role. It’s about the business.
→ Where are you today vs. where you need to be in 18 months? → What decisions are being delayed because the right leader isn’t in the room? → What kind of leader will your existing team actually follow?
These aren’t HR questions. They’re strategy questions.
And when you answer them well, the search becomes sharper, faster, and the outcomes are dramatically different.
Great leadership hires aren’t found on job boards. They’re built through deep networks, nuanced conversations, and a real understanding of what makes your company tick.
That’s the difference between filling a seat and finding a force multiplier.
If you’re a founder or CXO thinking about your next leadership hire — we’d love to exchange notes. Sometimes a 15-minute conversation reframes the entire search.
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