What stage of the lifecycle are you at?

Why does the organisational lifecycle matter when recruiting executive talent?

When recruiting executive level roles, the stage at which an organisation is at in their lifecycle matters just as much as the skills and experience of the individual candidates.

- Is the organisation scaling for growth?

- Underperforming and in need of a turnaround?

- In an acquisition phase or preparing for an IPO?

- Undergoing a transformation?

According to Harvard Business Review, understanding the leadership context of the organisation is critical to ensure the successful search for the right type of candidates for senior executive roles.

I’ve seen many examples where someone with an incredible track record has gone into an organisation and somewhat underperformed. On the flip side, i’ve also seen many examples where people have gone into a new role and outperformed expectations.

The old cliche of having the right people on the bus in the right seats only goes so far in my opinion. Having the right people in the right seats at the right time enhances the likelihood they’ll be successful.

Understanding the context of the organisation can also play a part in succession planning and understanding the bench of talent an organisation has to potentially fill future vacancies with internal appointments.

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