We have turned our attention to a question facing every new high stakes hire:
It only takes one wrong hire to break a culture, a bottom line, and oftentimes a company or investment. Candidates need to possess qualities that are almost impossible to validate during the interview process.
You need to fill a position in your C-Suite. The stakes are high and so are the risks. Even more so if you are a private equity firm hiring dozens of CEOs and other members of the C-Suite each year. Without necessarily trying to deceive you, a candidate can be misrepresenting themselves. Their self-chosen references are equally biased, and so is the hiring process.
Think about a new CEO, as an example. The right one is focused on high growth. The wrong one averages hundreds of millions in lost opportunities and mistakes. They need to possess qualities that are impossible to know without unbiased referencing.
We begin with our client. What is the company’s vision? What is the culture? What is expected from this person? Then we turn our focus to the candidate, and we apply ourselves in three ways.
Our method is designed to verify a candidate’s competencies, credentials and whether they are a match for the position, the company and its culture.