Mis-hiring is the silent landmine beneath your high-performing team. It’s not just a bad hire. It’s a culture destabiliser. A trust eroder. A progress killer. It may feel safe to chalk it up as “just one wrong person,” but recent data suggests the financial and relational toll is far heavier. A mis-hire can cost up to 30 % of the employee’s first-year earnings, including lost productivity, recruitment, onboarding, and disruption. So when an executive does not fit and the crac

What’s 2+2 in leadership hiring? The answer isn’t always 4. Especially when you forget to account for the hidden variables: character and context. Almost 50–70% of new executives fail within 18 months, not for lack of skill but because hiring often overlooks character, cultural fit, and adaptability. We often think of hiring as a simple maths problem. You line up competence with experience and expect to find your next great leader. Except it rarely works out that neatly.

Are you hiring for comfort or for progress? It’s an easy trap to fall into. You sit across from a candidate who reminds you of yourself ten years ago.  Or maybe they mirror someone on your team who’s been successful. They “just feel right.” That’s the comfort zone of culture fit. It feels safe. It feels smooth. But here’s the risk: If everyone looks the same, thinks the same, and solves problems the same way, fresh ideas never surface.

The champagne glasses were still clinking when the cracks began to show. A star executive had been hired at lightning speed, hailed as the catalyst for change. Within half a year, departments were working at cross purposes, key metrics were falling like dominoes, and the exit package was costing more than the company’s last major project. So the real question for leaders is this: does moving fast on hiring truly put you ahead, or does it quietly set you back months and mil

The executive mirage is what happens when we confuse presence with potential. It’s the polished speech, the poised manner, the confident stride into the boardroom that convinces us we’re looking at a high-impact leader. Traditionally, these signals have been held up as markers of leadership. Commanding tone. Sharp delivery. Decisiveness in meetings. These behaviours feel reassuring, especially under pressure.

We all know the phrase “culture fit”... it’s been baked into hiring decisions for decades. But here’s an uncomfortable truth, when overused or misunderstood, cultural fit can become a Trojan horse for unconscious bias. And the result? Leadership teams filled with people who look, think, and lead a lot like… well, you. That’s not cultural alignment. That’s cultural stagnation.

Let’s talk about Diversity and Inclusion. I know, for some, it might feel like a term that had its moment a few years back. Maybe you're tired of hearing about it. Maybe you even think it's become too political. But here's the thing… Regardless of your personal beliefs, one principle remains undeniably true…  Everyone deserves an equal opportunity based on their individual merit, not on gender, race, or political leaning. 

I've been taking a hard look at the executive job market lately, and let me tell you, it's a fascinating beast in 2025. It's a bit like diagnosing a patient, we need to health-check the industry to really understand what's going on, both for the amazing candidates out there and for us in executive search trying to connect them with the right opportunities. Frankly, it’s a real mixed bag. Some sectors are booming, others are holding steady, and everyone's scrambling to adapt t

2025 bears little resemblance to what we knew even five years ago. See how exceptional leaders navigate through turbulent waters .

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