"ADI IGNATIUS: And I'm Adi Ignatius, and this is the HBR IdeaCast. ALISON BEARD: Adi, many of our listeners, many people who read HBR, who go to business school, are or have aspirations to be senior leaders in their organizations. Maybe C-suite, maybe they even want to be CEO someday. And that, of course, means building a resume that will impress a lot of stakeholders. But one increasingly important group is executive recruiters."
"companies are bringing in search firms more often than ever, in part because it's so hard to discern who is really ready for senior leadership in a business world that's changing so quickly. They need objective, independent advisors to help them not just see what someone has done in their past, but also gauge their potential for growth into the future. And so, anybody who wants a senior role has to be ready for the recruiting process."
Companies increasingly use executive search firms to identify and vet candidates for senior leadership roles because rapid change makes internal judgment unreliable. Recruiters evaluate both demonstrated accomplishments and future potential, using behavioral interviews, psychometric assessments, and reference checks. Candidates seeking C-suite roles must prepare for an onerous, structured process and present clear evidence of strategic thinking, growth orientation, and political savviness. External search firms provide objective, independent assessment to help boards and CEOs discern readiness and fit. Demonstrating measurable past results and articulating capacity for scaled leadership increases chances of being seen as CEO-ready.
Read at Harvard Business Review
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