A hiring guide that offers practical criteria a CEO can judge instead of expertise when evaluating executive-level talent in a field they don't know well
The key signal is whether, after the interview, you feel the urge to put the candidate's ideas into action right away; this is an indicator that validates both cultural fit and understanding of context at once
A great leader should have the ability to raise the level of the whole organization, not just their own department, and this can be tested directly in the interview
Reference checks should be used to assess cultural fit, not expertise; asking about "the environment where this person shines best" and "the worst environment" works well
Bad hires are inevitable, but the real cost is leaving a misjudgment unaddressed, so immediate action is essential