Analysis and perspectives on executive talent, search methodology, and the leadership landscape across our sectors.
Most CFO searches don't fail because great candidates don't exist. They fail for much more preventable reasons: unclear board alignment, lazy sourcing, search partners who don't understand finance, unrealistic timelines, and wrong compensation benchmarks. Here are the five signals that predict failure — and how to fix them before you start.
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Most boards hire CHROs for operational excellence and then wonder why they don't shape business direction. The problem isn't the person—it's the job specification. We confuse HR expertise with strategic leadership, and it costs companies millions.
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A board hired a CFO with impeccable credentials—top school, 15 years at a multinational, perfect references. Six months later, he was lost. He'd spent a decade managing decline, not building growth. Here's why perfect CVs often produce the wrong leaders, and what boards should actually be searching for.
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Most job searches fail before they start — not because of bad luck, but because talented people panic into the first opportunity. Here are eight steps that separate a job search that actually works from one that just happens to you.
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CFO searches don't stall because of market scarcity. They stall because boards misalign on the role, fragment decision-making among too many stakeholders, and hide dysfunction until candidates sense it. Here are three fixable problems that could cut your search time in half.
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