Mistakes in the executive interview process can lead to substantial costs, but they aren’t inevitable.

If you have an internal hiring team, do you need an executive search partner?

Many CEOs base their executive talent strategy on traditional executive search practices, but these come with hidden costs that can negatively impact your company.

Leaders who are with your company for the long-term can be key to your success, but how do you ensure they stick around?

We sat down with Jimmy, a Bolster recruiter, to discuss how he thinks about search.

You need to hire an executive for your leadership team—but what title should you put on the job description?

An executive might be talented, but if they’re not a great fit for your needs, hiring them can be a costly mistake.

We’re looking at common CFO archetypes, including what makes each unique, how to identify them, and how to know which one to hire.

We asked our team of executive recruiters to share hiring trends they expect to see in the second half of 2024.

We sat down with Sydney, a Bolster recruiter, to discuss how she thinks about search.

Consider these questions throughout the executive search process to maximize your results.

Executive hiring is a critical part of your leadership strategy, but common misconceptions can lead to costly mistakes.

We’re looking at common CMO archetypes, including what makes each unique, how to identify them, and how to know which one to hire.

We sat down with Martha, a Bolster recruiter, to discuss how she thinks about search.

Guests from The Daily Bolster share advice to help you retain top talent once you find it.

The best results occur when your hiring team is prepared, clear on the role, open about expectations, and committed to the process.

When CEOs start looking for “the big hire” to fix the business, the chance of an unsuccessful placement increases significantly.

We sat down with Sarah, a Bolster recruiter, to discuss how she thinks about search.

Guests from The Daily Bolster share the questions they ask in executive interviews—and what they’re looking for in response.

Running an executive search on your own might be a tempting option, but there are a few pitfalls CEOs should keep in mind.

We sat down with Patti, a Bolster recruiter, to discuss how she thinks about search.

Bolster recruiters share tips for interviewing executives, from understanding candidate expectations to the right questions to ask.

We asked our team of executive recruiters what companies should expect when starting an executive search with Bolster.

It’s possible to benefit from the expertise of an executive without the commitment of making a full-time hire.

We asked our team of executive recruiters to share their perspective on what’s wrong with traditional executive search.

Guests from The Daily Bolster give advice on how to interview and hire the right leaders.

We asked our recruiting team what executive hiring trends they expect to see in 2024.

If you don’t take steps to ensure your organization is inclusive, it won’t magically become that way.

With remote work here to stay in some capacity, it’s important to create an effective onboarding process for remote executives.

We asked experts from our talent search team for their top tips for discovering potential leadership talent.

Scaling your leadership team is a vital part of scaling your company. Now is a great time to think about your hiring strategy.

Interviewing is a mix of art and science. We’ve gathered five interview questions that can help you get to the heart of a candidate’s potential.

Guests from The Daily Bolster give advice on executive hiring: how to find a leader who can do the job, fit into your organization, and help it grow

As a startup, it’s easy to focus on the tangible, tactical operations of the People team, but if you want to scale, you’ll need someone in your organization who cares deeply about your values.

We interview a startup founder: an outside-the-box idea, a love of learning, and an exciting vision for the future.

Recruiting top-tier executive talent is a challenge. For startups, hiring the best talent comes with a unique set of obstacles.

A new leader can transform your team. Make sure you hire the right person for the job.

Don’t wait until you have a data breach to hire a great Chief Privacy Officer. By the time you have an urgent need, it will be too late.

If they don't do the work, tech CEOs will continue to bemoan the lack of diversity in their leadership ranks and miss out on the benefits of diverse leadership, while not taking ownership for those efforts stalling.

A CCO touches nearly every part of the organization, from sales, to product, to marketing. They are a collaborator, a champion for customers, and a strategic thinker that understands consumer trends and demographics.

Job descriptions are a key element in ensuring you appeal to the right candidates, so it’s important to write them effectively.

Marketing is the key function in building your brand, reaching customers, and increasing engagement. When is it time for a CMO?

Experienced talent executives shared their stories and offered perspective and advice on recruiting and retention for today’s leaders.

Layoffs are bad, but how you handle them makes all the difference. Here are a few best and worst practices for orchestrating layoffs.

Hiring an Interim leader can be a great solution when you have an executive leader leave your organization unexpectedly.

In most startups, the founder is the first salesperson and while it may be difficult to let that go you’ll eventually scale, add sales reps, or maybe some form of a Sales Manager once there are more than a couple of reps.

Macro conditions around a COVID workforce

Depending on the complexity of your business you might be able to hold off on hiring a full-time CFO, but if you have any of these signs then it’s time to start thinking about bringing someone on board

This series is intended for any C-level executive or board member involved with startups.

The usual approach for finding candidates is to search for people who have some things in common with us, or have some experience that resonates with us, and that we can more easily put in a box

Hiring on-demand executives can help ensure that there’s a good fit between the candidate and the company. Want to save time and money in the interviewing and onboarding stages, and ensure high performance post-onboarding?

There are several elements of a compensation package you need to know about for an independent board member

I’ve often said that the hiring process doesn’t end on the employee’s first day. The same goes for new board members -- you have to take their onboarding as seriously as you take their hiring process.

Recruiting and interviewing candidates to join your board as an independent director is time consuming and there really aren’t any shortcuts or workarounds.

We believe that the business world is migrating toward an on-demand workforce across all levels of an organization.

Startup Boards for CEOs Series: Post 5 of 9. You’d never hire a senior executive without putting together some kind of job spec or requirements document to guide the process, to get you from point A to point B. Hiring an independent board member is no different.