Photo by Markus Winkler on Unsplash
By Martha Kaser
Finding the right executive talent is one of the most critical challenges that high-growth companies face in the 2025 talent market. Hiring the wrong leader can stand in the way of scaling efforts, slow innovation, cause turnover, and damage a company’s brand, but there are some key strategies you can use to ensure you're bringing in the best leaders possible for your company.
1. Assess Leadership Competencies Early
Executives in high-growth companies need a unique mix of hard and soft skills. Key leadership competencies to evaluate include:
- Scalability Mindset: Can they build and lead teams that scale with the company’s growth?
- Strategic Agility: Do they anticipate market shifts and adjust strategies accordingly?
- Investor Relations: Can they effectively communicate with investors & board members and manage fundraising efforts?
- Cultural Fit and Founder Alignment: Do they align with the mission, values, and founder vision?
2. Look Beyond the Resume
Resumes highlight subjective achievements, but they don’t always reveal ability to thrive in a particular environment or leadership dynamic. Instead of focusing solely on past roles and credentials, assess how candidates have successfully navigated rapid scaling, driven product innovation and GTM expansion, and handled intense board and investor dynamics. In-person interviews, case studies, reference checks, and early backchanneling can help uncover these qualities.
3. Focus on Culture Fit
A good leader must align with the company’s vision and team dynamics. Alignment with founders and investors is crucial. Consider how they’ll integrate with the leadership team and whether their management and hiring approach complements the company’s trajectory. The best executives foster a culture of collaboration, innovation, and execution.
4. Prioritize Adaptability and Innovation
Startups and high-growth companies operate in unpredictable environments, which means they need executives who can pivot quickly and foster innovation on restrained budgets. Look for candidates with experience leading companies through growth, market disruptions, or business transformations. Leaders who embrace change and inspire agility within their teams will be crucial in maintaining momentum.
5. Partner with a Search Firm
Executive search firms are an invaluable resource for companies looking to save time and money. Executive hires for scaling companies are time-critical. An empty executive seat is revenue and morale lost. Partnering with a firm that has a robust network of vetted executives specific to your industry who may not otherwise consider taking calls for new opportunities can be wise.
6. Leverage Data and Technology
Modern hiring strategies must go beyond gut instinct or chemistry. Utilize scorecarding and other AI-based assessments to gain deeper insights into a candidate’s leadership style, industry knowledge, and decision-making approach. Data-driven recruitment ensures a more objective evaluation and reduces bias in the hiring process.
Recruiting top executives requires a strategic approach that goes beyond the resume. A rigorous, data-driven, and objective hiring process focused on key identifiers will help you select the best leaders to navigate your company's next growth phase.
If you’re not sure where to start when it comes to creating your executive talent strategy, we can help. When you work with Bolster, our team will work alongside you to make your search a success. We take the time to listen, deeply understand and respond to your needs, support you daily throughout the search, and offer our expertise as a resource even after the executive is in the seat.
Want to know more about what it’s like to work with us? Let us know what you’re looking for.
