How to hire an executive: a step-by-step guide for your first leadership hire
In this article
The decisions to make before, during and after an executive search, in the order they come up.
To hire an executive, first agree the mandate: what the person must achieve, what they will decide and who they report to. Then set the offer range, decide who runs the search, assess candidates on evidence of past results rather than presentation, close the offer quickly and plan the first 90 days. Many executive hires go wrong before the search starts, when the company is not aligned on what the role is for.
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Contents
In short
- Agree the mandate and decision rights before you look at anyone.
- Set an offer range that the decision makers have approved.
- Decide who searches: your network, your team or a search partner.
- Assess past results and how they were achieved, not only interviews.
- Close fast, then plan the first 90 days together.
1. Agree the mandate
Write down what the person must achieve in the first year, what they will decide alone, who they report to and which team they inherit. If the founders or the board disagree on any of this, candidates will notice. Our checklist: what to align before hiring a leadership role.
2. Set the offer before you search
Agree the range for base pay, bonus and equity, and who can approve an exception. Senior candidates who are not looking will ask early. A late "we need to check" costs trust.
3. Decide who runs the search
- Your network: good for warm introductions, but limited to people you already know.
- Your own team: works when you have experienced recruiters with time for one role.
- A search partner: worth it when the right people are rare, not looking, or the search must stay private.
To compare options, see headhunter vs recruiter and how to choose an executive search firm. If the hire replaces someone who does not know yet, read confidential search.
4. Assess beyond the interview
- Ask for specific results and how they were achieved: the team, the budget, the obstacles.
- Use the same questions and scoring for every finalist, so you compare like with like.
- Let the future team or peers meet the finalists, with a clear role in the decision.
- Take references from people who worked with the candidate, not only those they suggest.
5. Close the offer
Make the offer within days of the final interview. Put the full package and start date in writing, and expect the current employer to make a counteroffer. Stay in contact through the notice period.
6. Plan the first 90 days
Agree the first priorities, the people they must meet and how you will review progress at 30, 60 and 90 days. A good start protects the hire you worked hard to make.
How Talentholo helps
We run leadership and specialist searches for companies in the EU, the US and Germany. The founders, Marcin Cieszyński and Renata Chmiel, take the brief, set the strategy, assess candidates and give recommendations; our team supports part of the research, outreach and first screening. See our executive search and how the search runs.
FAQ
What is the first step in hiring an executive?
Agreeing internally what the role must achieve, what the person will decide and who they report to. Only then start the search.
Should I use a search firm to hire an executive?
It is worth it when the right people are rare, not looking or the search must stay confidential. For roles you can fill from your network, you may not need one.
How do I assess an executive candidate?
Ask for specific past results and how they were achieved, use the same questions for all finalists, involve future peers and take independent references.
How long does it take to hire an executive?
It depends on the market and the notice period. Plan the search with milestones and agree the offer range in advance so the final stage is quick.
Planning your first leadership hire?
We can go through the mandate and the search plan with you in a short call.
Book a free 15-min consultation
