The first leadership hires change a company more than almost any other decision. Get them right and the founder finally has time to think. Get them wrong and the business loses a year.
Here is how we help founders hire their first leadership team with fewer surprises.
Hire for the next stage, not the last one
Write down what the company must achieve in the next two years. Then describe the leader who has already done that once, at a similar size. Someone who ran a team of 500 may struggle to build a team of 15 from nothing.
Write a scorecard before you meet anyone
A scorecard lists the three to five results the person must deliver in their first year, plus the skills and values that matter. It keeps interviews focused and makes it easier to compare candidates fairly.
Interview for evidence
Ask candidates to walk you through real situations, step by step:
What was the situation and what was your role?
What did you decide and why?
What happened, and what would you do differently?
Specific answers with numbers and names are a good sign. General answers about vision are not enough.
Plan the first ninety days together
Agree on priorities, decision rights and how you will work together before day one. Most leadership hires fail because of unclear expectations, not lack of skill.
The short version
Hire for the stage ahead, use a scorecard, look for evidence and plan the first ninety days together. A slower, structured process is far cheaper than a wrong hire.
