As companies grow, their needs will inevitably evolve, and the leadership team should change along with those needs. A leader who might be perfect for an early-stage startup could become a mismatch as the company scales, matures, or shifts focus.
What Is A Leadership Archetype?
At Bolster, we believe there are common types of leaders within a business function, whether marketing, finance, revenue, people, or product. We refer to these commonalities as CXO Archetypes. When we advise our clients on a search, archetypes are a useful tool to help identify the right talent for their needs.
While anyone at an executive level will bring a wealth of experience to their functional area, each person will have preferences, values, and deeper experience in certain areas and skills. Understanding where an executive excels within their function (their archetype), and knowing what type of functional leader your business needs, significantly increases your likelihood of making a successful hire.
Using insights from Bolster’s Leadership at Scale report, we’re categorizing key leadership archetypes and exploring how each leader is best suited to different stages of growth. You’ll gain an understanding of why it’s important to not only add leaders at the right time, but to bring in the right type of leader for your company’s needs.
The Importance of Leadership Archetypes by Growth Stage
Every business has unique leadership requirements, but as a company transitions from startup to IPO, certain leadership characteristics become critical for sustaining and fueling growth. Whether your company is in the throes of innovation, looking to refine processes, or stabilizing for longevity, aligning leadership styles to growth stages can make all the difference. An understanding of leadership archetypes and their uses can help founders and HR leaders strategically develop and scale their executive teams.
Interested in learning more about leadership archetypes for a specific role? Find them here:
- Chief Financial Officer Archeyptes
- Chief Marketing Officer Archetypes
- Chief People Officer Archetypes
- Chief Revenue Officer
- Chief Technology Officer
There’s no one-size-fits-all approach to applying leadership archetypes, but we’ve observed trends based on companies’ stages or needs. We’ll use the Chief People Officer (sometimes called the Chief Human Resources Officer) as an example.
Seed and Pre-Seed:
Early stage companies primarily focus on finding product/market fit, evangelizing the business, and establishing workflows to scale operations. They should look for agile leaders who embrace risks, pursue bold ideas, and prioritize innovation.
CPO Example: The Team Builder focuses on building the talent pipeline and attracting skilled candidates who align with the company’s mission and values. This leader is ideal for early-stage and high-growth companies that need to prioritize recruiting to fuel their rapid expansion.
Series A&B:
Scaling companies need leaders who can bring structure to growth. They often look for expert operators who can develop effective processes and who thrive in environments where rapid, sustainable growth is the goal. Top leaders at this stage of growth often excel in driving metrics-based performance, refining operations, and building robust team infrastructures.
CPO Example: The Culture Leader is driven by the belief that a strong, positive culture is essential for outstanding business performance. This leader is adept at shaping organizational culture, ensuring transparency in internal communications, and creating effective structure. They thrive in high-growth organizations, particularly those expanding their teams.
Series C&D:
Later stage companies tend to look for leaders who can support their long-term planning, whether that means tackling a new market, expanding reach, or preparing for an IPO.
CPO Example: The Traditional HR Leader is deeply committed to operational excellence, prioritizing the creation of scalable, efficient processes that align with the organization’s long-term goals. This leader is particularly well-suited to companies ready to streamline and formalize their people operations to build a structured, consistent employee experience that supports long-term success.
Related Content: For more on the strengths and limits of leadership in startups, check out How to Scale Yourself as a CXO.
Transitioning Between Archetypes
Few companies maintain a linear growth trajectory, and even fewer leaders remain in a single role indefinitely. As a company scales, it’s essential to reassess whether the current leaders still aligns with the business’s needs. For instance, a startup that’s moved from prototype to high-growth phase may benefit from adding an operator to complement the visionary leader, or even from transitioning to an operator-led strategy entirely.
Want to learn more about how leaders adapt to changing organizational demands? Navigating a Non-Linear Career highlights how growth-stage transitions often call for a shift in leadership—whether that means growth for an existing executive or a search for a new leader who embodies a different archetype.
How to Determine the Right Leadership Archetype for Your Company
To assess which archetype is best suited for your company’s current needs, consider the following steps:
- Evaluate current business goals: Identify the company’s immediate priorities, such as launching innovative products, improving operational efficiency, or establishing long-term sustainability.
- Assess organizational structure and processes: Early startups benefit from looser structures, but as teams grow, clear operational processes become essential for scaling effectively.
- Understand market demands: Fast-moving markets with high demands may be best suited to visionary and operator archetypes, while stable markets often benefit from a steadying influence.
For personalized guidance to help you find the right leader for your growth stage, let us know what you’re looking for. Our team can help you evaluate your leadership needs and recommend leaders aligned with your business’s strategic goals.
The Importance of Leadership Evolution
Adapting your executive team to align with your company’s growth isn’t just about filling leadership positions—it’s about setting a strategic course that evolves with your business. Assessing your company’s needs at each stage and aligning your leadership team accordingly will help you ensure your business thrives.
Next Steps: Assess Your Leadership Needs
As your company grows, so will your leadership requirements. Matching the right archetype to your growth stage is a proactive step that can elevate your executive talent strategy and strengthen your leadership team’s efficacy. If you’re interested in diving deeper into leadership evolution, explore our Leadership at Scale report or contact us to start building a leadership team that evolves with your business needs.
