Greyscale: How to Make an Executive Hire with Jeff Markowitz | Summary and Q&A

TL;DR

Effectively plan and execute executive hiring processes with emphasis on comprehensive prepping, candidate management, reference checking, compensation understanding, and offer finalization.

Key Insights

• 😫 Comprehensive planning with a roadmap and role prioritization sets the foundation for successful executive hiring.
• 🏛️ Building candidate engagement through balanced buying and selling approaches and understanding closeability are critical components of a successful recruitment process.
• 🤩 Thorough reference checking, identifying patterns, and assessing developmental areas are key steps in ensuring a sustainable and effective hire.
• ❓ Transparent communication on compensation, valuation, and equity values helps maintain candidate trust and align expectations throughout the recruitment process.
• 💄 Involving potential peers or existing leaders in the company's hiring decision-making process can provide valuable perspectives and insights for successful executive hires.
• ✋ Recognizing the differences between hiring executives and promoting internal talent for higher roles is essential for addressing the strategic needs of an organization in different stages of growth.
• ❓ Quality retained executive recruiters should prioritize candidate understanding, provide valuable advice, offer actionable insights, and demonstrate expertise in the industry and hiring process.

Transcript

Read and summarize the transcript of this video on Glasp Reader (beta).

Questions & Answers

Q: How important is early preparation and meeting frequency in the executive hiring process?

Early preparation and frequent engagements with potential candidates are crucial to establish rapport, understand their motivations, and gauge their fit within the organization before finalizing any offers.

Q: What significant role does understanding pushes and pulls play in closing executive candidates effectively?

Identifying both the dissatisfiers that prompt candidates to consider leaving and the attractors inherent in the company's offering helps bridge the gap between potential employees' expectations and the compensation package.

Q: How does transparency in compensation and valuation benefit the executive hiring process?

It is essential to maintain full transparency in compensation details, equity value, and other monetary elements to build trust, align expectations, and ensure candidates' readiness to commit to the organization.

Q: What are the considerations when selecting retained executive recruiters for executive hires?

When choosing retained executive recruiters, prioritize finding professionals who invest time in understanding candidates, advising on crucial hires, providing insights, and demonstrating a deep knowledge of the industry and candidates.

Summary

When hiring key executives, the process can be tricky and time-consuming. It's important to plan the process well, work closely with candidates, conduct effective reference checks, handle compensation appropriately, and make the offer process seamless. Involving the right people in the decision-making process, transparency about company valuation and equity, finding the right balance between industry experience and role fit, and hiring up-and-comers with hunger and motivation are also critical in the hiring process.

Questions & Answers

Q: What are some important considerations when planning the process of hiring executives?

Planning the process involves having a 12 to 18 month roadmap, understanding the market, identifying key roles needed, prioritizing searches, being opportunistic in meeting potential candidates early, and preparing for potential surprises or key executives leaving the company.

Q: Why is it important to be prepared when speaking with candidates?

Being prepared when speaking with candidates is important because it shows credibility and professionalism. CEOs should be ready to have an organized and articulate conversation with candidates, understanding their motivations and developmental areas.

Q: How can the candidate process be effectively managed?

The candidate process involves maintaining "ball control" by balancing buying and selling of the company, ensuring the candidate's "pushes" and "pulls" align with the company's offering, and continuously reading and understanding the candidate's needs and concerns throughout the process.

Q: How can reference checks be an effective predictor of a successful hire?

Reference checks should be thorough and comprehensive, involving conversations with bosses, peers, and direct reports from the candidate's previous positions. By looking for patterns in feedback and identifying developmental areas, hiring managers can gain valuable insights into a candidate's capabilities and potential fit within the company.

Q: What are some considerations when discussing compensation with candidates?

Compensation discussions should start early in the process to ensure both parties are aligned. It is important to understand the candidate's expectations and potential gaps between their current compensation and what the company can offer. Transparency around valuation, equity, and potential value should also be provided to help the candidate make an informed decision.

Q: How should the offer process be handled?

The offer process should be the last step in the hiring process, offered only when it is likely to be accepted. Non-monetary concerns should be addressed prior to making an offer, and the offer should be given by the hiring manager or company to maintain a personal and professional touch. It is also important to ask the candidate if they are ready to join the company, rather than just asking if they are ready for an offer.

Q: How should the involvement of VP-level candidates in the hiring process be handled?

Involving VP-level candidates in the hiring process should be determined based on the tone and culture set by the company. In some cases, it can be beneficial to include the person who might be getting layered in the process to gain their input and buy-in. However, it is important to establish clear decision-making roles and ensure that input from various individuals does not overwhelm or dilute the decision-making process.

Q: What is the difference in hiring executives versus non-executive positions?

Hiring executives often involves dealing with highly experienced and busy individuals, which requires continuous involvement and preparation. The motivation, hunger, and fit with the company culture are often more important for executive positions. For non-executive positions, industry experience and role fit may be more significant, but hunger and motivation are also valuable traits to consider.

Q: How transparent should the company be with potential candidates about company valuation and equity?

Full transparency is recommended when discussing company valuation and equity with candidates, especially executives. Candidates should have a clear understanding of the value and potential percentage of ownership in the company. Transparency helps establish trust and allows candidates to make informed decisions about compensation.

Q: What should be expected from a retained executive recruiter?

A retained executive recruiter should provide advice, guidance, and value throughout the hiring process. They should have sufficient time and resources to invest in understanding the candidate and their motivations. A good recruiter should know the candidate better than anyone, provide insights on candidate considerations, and have a clear point of view on the hiring process. However, it is important to find a recruiter who is not overextended and can dedicate enough time to the search.

Summary & Key Takeaways

• Executing an executive hiring plan requires meticulous planning with a 12- to 18-month roadmap, understanding potential surprises, and prioritizing key roles.

• Engage with candidates methodically by balancing buying and selling approaches, assessing closeability, and evaluating pushes and pulls for effective recruitment.

• Reference checking plays a crucial role in predicting success, identifying patterns, and developmental areas to make informed hiring decisions.