C-Suite or Sweet Talk? How Honesty Won In My Executive Search

Heyy everyone! Monique Davis here, back with another installment in my series, "Becoming a Better Leader."

Today, let's talk about a challenge that had me scratching my head, big time. So let me clarify.. When you're a startup with a fantastic idea, incredible talent, and all the enthusiasm in the world you would think that leaders would be knocking down your door. Not necessarily.. and in my experience it was even harder because company culture wasn't exactly "conducive" for executives.

The Struggle Was Real

At first, I thought the solution was simple—find an experienced executive and integrate them into their "new-ish" culture. How hard could it be, right? Well, turns out, it was harder than I thought. We went through candidate after candidate, interview after interview, but something was always off. On paper, they fit the bill, but in the context of the unique culture? Not so much

Then it hit me during one of those late-night strategy sessions. We were so focused on skills and experience that we forgot about culture add, or as I like to call it, "culture complement." Not just how a candidate fits into an existing culture but how they can add to it in a meaningful way. But to find that perfect match, we needed to be honest with ourselves and with our candidates.

So, we changed our tactics. During interviews, we stopped selling an idealized vision of the company and started being upfront about challenges. We talked about the high expectations but also about the high rewards. We wanted someone who could see those challenges as opportunities, and who had the gumption to roll up their sleeves and tackle them head-on.

And then it happened. We found her. Our ideal Operations leader was someone who wasn't looking for a cushy executive role but a chance to make a real impact. When she walked into the room, it wasn't just her impressive resume that stood out; it was her authentic enthusiasm for the uphill battle ahead. And because we'd been honest from the start, she knew exactly what she was getting into and was excited about it.

Looking back, I realize that being honest about culture and challenges didn't scare the right people away; it attracted them. It brought us a leader in Operations who was not only skilled but also a perfect complement to our unique culture.

So, until next time in this series, remember this..... In the game of leadership, authenticity isn’t a buzzword; it’s your secret weapon. Keep it real, folks, and the right people will come knocking at your door, ready to join your team and elevate your game. ??