Результаты нашего исследования, проведённого в 2024–2025 годах, подтвердили: большинство топ-менеджеров считают свою способность оценивать кандидатов отличной, но при этом признают, что ошибки в назначениях случаются.

We Identified Six Common Causes of Weak Leadership Appointments

An operational appointment addresses an immediate business need. These roles are focused on executing established responsibilities using proven processes, tools, and best practices. As a result, candidate selection is driven primarily by relevant experience, technical expertise, and demonstrated competence.

A strategic appointment is made in conditions of uncertainty and has a long-term impact on the organization. As with any strategic decision, there is rarely a single “right” answer. The objective is to identify, evaluate, and develop multiple viable options before recommending the best path forward.

Traditionally, executive hiring has been viewed as strategic, while middle-management and frontline hiring has been treated as operational. However, emerging organizational models—including agile, flat, and network-based structures—are raising expectations for employees at every level. As a result, the number of business-critical roles that require a more sophisticated approach to talent assessment and selection continues to grow.

Operational and Strategic Appointments

Successful leadership appointments begin with a deep understanding of the client’s business context—its culture, team dynamics, stage of development, management systems, competitive position, financial performance, strategy, and future ambitions. Misunderstanding the challenges and opportunities facing the organization can lead to an inaccurate definition of the role and an incomplete view of the leadership profile required for success.

Building a comprehensive view of the talent market takes time, but it is the only way to make informed strategic decisions. A systematic approach enables us to map the market thoroughly, develop a robust longlist of candidates, and present multiple high-quality options rather than a single recommendation.

Defining the target leadership profile and search strategy is only the starting point. Hiring a leader from a competitor is just one of many possible approaches—and it is effective only in specific circumstances, such as replicating capabilities that already work elsewhere. Creating something fundamentally new or driving breakthrough performance often requires a different type of leader and a different search strategy.

Our objective is not only to avoid common hiring mistakes, but also to identify the factors most predictive of future success in the role. We use our multifactor candidate assessment model, which evaluates seven key dimensions across three time horizons to provide a comprehensive view of leadership potential and fit.

Our goal is not simply to fill a position, but to help solve a strategic leadership challenge. In some cases, this means redefining the target leadership profile. In others, it means advising a client not to hire at all. We measure success by the quality of the decision, not by the completion of a search.

Our Approach to Leadership Search

The desired outcome varies depending on the situation. In some cases, the priority is delivering rapid business impact; in others, it is strengthening the organization’s leadership capital for long-term success. Regardless of the objective, every leadership appointment should help close the leadership gap and move the organization closer to its vision for the future.