Its Me Chrissy J

When you move into the higher levels of industry, no matter what business you run, your company will live or die by its talent and sheer competence. This means having the best people in place. While you may have enjoyed the presence of staff that have stayed with you for years, not all of them are experienced enough to lead or technically proficient enough to run a company of your growing size. Perhaps you need a fresh viewpoint combined with someone that has managed companies in your transitory state before.

To secure that kind of talent, it’s essential to make your offer appealing. After all, any highly competent potential executive is likely going to have multiple offers of employment or at least some flexibility regarding who and where they select. 

As such, we intend to share with you some of the most pressing headhunter’s techniques to ensure they work for you, and not others:

Curate The Best Package & Lifestyle Benefits

The truth is that a top executive is looking for a complete life experience and not just a job, because they know how many hours they’ll be working. This means thinking beyond salary. Health insurance is standard if you’re in a coutnry like the US, but what about mental wellness programs? Flexible working arrangements? 

Remote work options that let people design their ideal work-life balance? Well that’s fine too. But that’s not exactly all there is. For instance, if you can guarantee a company car like a GLC coupe lease, or give them specific credits on new services and projects, or help them gain creative control or let them reformat their team, all of that can inspire someone to come for you. Does this mean you have to throw all of your personal control to them? Not at all, but autonomy does often attract.

Cultivate An Essential Onboarding Plan

When you hire an executive, you really have to not only find if they’re a fit, but help them truly understand your brand vision and trajectory. They need to understand your commercial soul, if that’s not too pretentious a phrase to use. That means creating a plan that helps new executives understand your company’s heartbeat quickly, including meetings with essential team members, having a clear strategic context, and giving them space to contribute from day one. If they see you’ve put work into how they might arrive and begin, that’s a very worthwhile form of respect and may cause them to select you over others.

Have A Robust Vision, Open To Discussion

Executives aren’t looking to follow someone else’s rigid blueprint for the most part, and so while you have a vision, it’s good to be realistic about it. Your executive will generally want to be part of creating something meaningful. That means leaving room for their expertise. Show that you’re confident in your direction but humble enough to hear fresh perspectives. The best leaders want to collaborate, not just be told what to do, which is why you’re hiring a leader in the first place.

With this advice, we hope you can more readily secure that essential top talent into your team.