5 Expert Insights on Finding a New Executive from Boutique Recruiters

Tom Bratton, Founder and CEO:

Challenging candidates early in the hiring process might seem counterintuitive, but it’s a tactic I’ve found invaluable. It’s like applying pressure to a diamond – it either crumbles under the strain or emerges stronger and more resilient. When you challenge candidates, you gain insights into their problem-solving abilities, adaptability, and how they handle adversity. You also figure out quickly what is really important to them.

Intentional conflict can be an invaluable tool for assessing their fit for your organization’s unique challenges. Embracing conflict isn’t just about encouraging debates; it’s an efficient pathway to shared excellence. 

Michael Morgan, Managing Director:

Building a high-performing team isn’t just about putting together a roster of dream-team talent; it’s about harnessing each member’s diverse strengths and motivations. Think of your team as the result of meticulous scouting, drafting, and strategic trade moves in the front office of a sports franchise. Each player is chosen not only for their individual skills but also for how they complement the team’s overall purpose.

Your role as a leader in hiring is akin to that of the team’s architect, ensuring that every member fits into the larger game plan and contributes to the team’s success. Your responsibilities then shift to that of a coach, guiding and motivating your team to excel individually and, as a result, achieve remarkable collective results. 

Abby Marshaus, Vice President of Operational Delivery:

You have to move beyond gut instincts and personal preferences when evaluating candidates. I’ve seen leaders have to learn this the hard way; sometimes, someone they clicked with across the interview table turned out to be a poor fit for the role. As a systems, processes, and data-driven person, I really lean on objective ways to measure the capabilities and qualities a candidate possesses.

We have a proven process using something called The Medallion Matrix, but you could think of your own way to compare candidates. This tool has been a game-changer for us, transforming what used to be a subjective process into an objective and data-driven one. It enables us to assess not only a candidate’s skills but also their potential and alignment with your needs. Thankfully, this approach consistently delivers results that exceed expectations.

Henry Clark, Vice President of Talent Delivery:

Spotting red flags in a candidate isn’t about skepticism or finding fault; it’s about safeguarding your organization’s future. A single weak link can compromise the effectiveness of your team. My advice? Trust your instincts, and don’t overlook potential warning signs. Addressing these concerns early in the selection process can save you from making costly hiring mistakes down the road.

Scott Himes, Principal:

Effective candidate assessment isn’t just about following a checklist; it’s an art that combines intuition, empathy, and data. I’ve honed my skills by understanding that behind every resume is a unique story of triumphs and challenges. My strength lies in intuitively grasping what makes a great leader tick. I can spot potential leaders who may not have all the buzzwords but possess the innate qualities to inspire and excel.

My role isn’t just to find talent; it’s about identifying those who will foster and energize organizational transformation, even if they don’t fit the standard mold. The power of remembering details about people cannot be overstated. It’s not just about making candidates feel valued; it’s a strategic advantage. By genuinely getting to know individuals, you uncover what motivates them, their potential strengths, and potential pitfalls. People open up when they feel genuinely heard, and that’s where trust and meaningful evaluation begin.