A wrong leadership hire reverberates for 18 months.
The cost is the mis-hire, not the search. We fix the decision that causes it.
23 questions. About ten minutes. A scored read of where your hiring breaks.
You've lived it: the executive who interviewed brilliantly and stalled by month four. The team that quietly routed around them. The year of results you didn't get, and the second search you paid for anyway.
You don't miss hires because of the market. You miss them because of how you decide - and because nobody in the process was accountable for the decision holding up under pressure.
Month one, the new executive impresses. Month four, the team goes quiet. Month nine, you're chairing the meetings they should be running. Month eighteen, you start again - minus the year.
The board doesn't remember who sourced the candidate. It remembers who decided.
Ninety seconds to a number your CFO will want to see. Calculate what your last mis-hire cost →
Performance shouldn't depend on heroics.
If your business depends on three people, you don't have a business - you have three people. The way out is selection: every senior hire designed against a defined outcome, screened for behavior under pressure, and integrated on a 90-day plan. That's what we install. It's the same operating system - Guide, Don't Drive™ - that our family of companies installs in leadership teams; we install it at the door.
“You cannot install a system you did not select for.”
