After a hiring kick-off (see our Search process for more details), we map the market, connect with the most relevant talent, share the narrative about the opportunity and interview them. After the interview, we submit the most relevant candidates to the client. For 80% of the assignments we do, we already know 80% of the talent mass, which enables us to submit the first candidate within two weeks.

Interviewing C-level candidates will almost always be more complex and require more steps. Typically, the process will include multiple interviews with the Board or investors, and involve a more elaborate test assignment. With more moving parts, it’s essential that the process is tailored to the needs and circumstances of the client and the candidates. We ensure tight communication between all parties, and follow up promptly with candidates and the client after each interaction.

When we’re near the end of the interview process, our focus shifts to completion. Signing the right candidate often involves a complex process of negotiation, discussions around potential equity, re-aligning on the role, and making sure that chemistry and culture are a strong fit. For a C-level role, this is even more critical. If necessary, we arrange additional interviews and provide rapid mediation to ensure a successful conclusion.

The right – or wrong – C-level hire can be the difference between success and failure. Our attention to detail and constant focus on ensuring a strong cultural fit gives you the best possible chance of finding the right candidate.