Every interviewer is subconsciously running through a mental checklist: Can you lead at this level? Can you deliver outcomes that matter? Will you fit into the culture? Each time you tell a story that helps them “check the boxes,” you build confidence that you’re the right person.

In my experience, there’s no such thing as a truly simple executive hire. Because behind every job description is a company with a unique mix of personalities, politics, expectations, and history—and that’s where the complexity lives.

The right role at the right time can catapult someone’s earning potential in a way that changes not just their life, but also their family’s lives. I’ve helped leaders land positions with equity, performance-based bonuses, and long-term incentive plans that have allowed them to pay for their kids to attend college debt-free and provide exceptional care for aging parents.

Most executive interviews rely on the usual approach: "Tell me about yourself." "What are your strengths and weaknesses?" “Why did you move from that place to the next one?” They might scratch the surface, but they rarely reveal the stuff that truly matters—like how a leader handles pushback, how they remain calm and collaborate under pressure, or how their instincts shape critical decisions.

It’s easy to default to the “safe” and initially obvious choice - the candidate who has already done the exact job you’re hiring for, somewhere else. But in today’s business environment, where the landscape is shifting daily, what you often need is someone who knows how to navigate the unknown.

Success at the executive level isn’t just about skills or experience—it’s about alignment, trust, and influence. Research shows that nearly 40% of executives fail within the first 18 months—often due to misalignment with company culture, unclear expectations, or lack of support.

Great leaders don’t just manage teams—they inspire them. They know how to drive change, rally people around a vision, and make a lasting impact. But finding these leaders isn’t easy. For CHROs and executive teams, the real challenge is recognizing the kind of leadership that truly moves the needle.

In the business world, a unicorn is a rare, multi-talented executive who can operate as a “utility player” to deliver against competing demands. Unicorns adapt to challenges with finesse, they lead teams to deliver beyond their job descriptions, and they bring extraordinary value to a company.

If you’re a CHRO, you know the stakes of getting company culture right. It’s not just about attracting talent—it’s about keeping them engaged, inspiring them to innovate, and empowering them to bring their best selves to work every day.

During these challenging times, it is even more crucial for employers to find and recruit unicorns to lead their businesses in new directions.

When you broaden a discussion to include women, the perspectives will broaden as well. Women think differently than men and inclusivity ensures you get well-thought-through outcomes.

Virtual leadership is the new normal, and the knowledge and foresight for how to guide this new way of operating is critical.

Despite the COVID-related layoffs plaguing the U.S., some of you may have witnessed what’s happening on the other end of the spectrum: companies are hiring! Our firm just completed 4 searches since January – two CEO searches, one CHRO and one for a brand experience leader – all for companies that are in high growth stages.

Decency Quotient, just like Emotional Intelligence, are the nuanced qualities we test for every time we interview leaders for a new role. We coach leaders how to exhibit both qualities, but it’s even better if these are part of their natural DNA.

‘Hire Leaders for What they Can Do, Not What They Have Done’ is the holy grail of smart recruiting.

When making a hire, the best way to attract a fantastic candidate is to show them that you care about their goals and interests and that these are just as important as what you, the Company, want and need. It’s up to you to help them see why this could be a perfect match. When the selling happens on both sides, the fit becomes obvious and the hire will last longer. Hiring is a two-way street.