Contract an executive director?Use these 5 methods to find a leader you can trust

You have the perfect business idea.It can even be working.And now it is at the crucial situation in which an executive experienced at the top wants.

It's time to hire a CEO.

What is your job?This hiring, more than any other, will establish the culture and direction of the company and will be the main responsible for its success.

For such vital hiring, a standard interview and a case study are simply not enough.

In Juxtapose, this is a situation that we consider every day.We are an investment fund with a unique approach: we develop commercial ideas and then we look for experienced executive directors to execute them.As a result, our partners have created more than $ two billion in the last five years.

This means that our team should be very good to hire executive directors, and much of what we have learned can be used by any entrepreneur who looks for a firm hand at the top.

Real Talk - i'm not a go to the gym type of gal.I want like on an elliptical and like maybe I'LL Learn ... https: // t.CO/H1JKDXRNI6

— Jessica Sat Jun two6 00:47:two3 +0000 two0two1

Here are five of our favorite methods that can be used in any executive level hiring.

There is no "perfect" personality to search in a CEO.Different businesses need different things from the people who direct them.That is why our approach is to find the right adjustment, and after working with several different personality indexes, we decided to use Hogan's personality evaluation to help us do.Identify the underlying motivators, the risk factors and the strengths of a candidate.The value of doing this evaluation is in the conversation that generates between the candidate and his team about how they feel about the results.It is during this conversation that they often share what they believe that the test did well and what went wrong, what it can indicate how conscious they are of themselves as leaders.

There are several signatures to choose from who specialize in work of diversity and inclusion and that can offer a quantitative evaluation that discovers possible carelessness in the perspective of a person. Estos informes dan como resultado conversaciones, indicadores de posibles experiencias o miembros del equipo con los que debemos rodearnos, y una oportunidad para que el proceso de la entrevista sea uno que brinde espacio para el aprendizaje real.

He wants to understand a CEO future, not only as a leader, but also as a person.To do this, we often have a marital dinner (or another informal meeting) with them: they come with their spouse and someone from our team comes with yours.We treat this less as an interview and more as a social commitment.These moments are the basis of a personal and professional relationship and an opportunity to show our own commitment to the family.

A session of change of management is an opportunity for the potential executive to have time dedicated to asking questions to the entire team to investigate and understand the company to which it will join.Often, in Junior hiring, this session is just a symbolic line at the end of an interview.For executives, it is useful to dedicate one or two hours to a session and establish clear frames before the meeting.Share as much information with them as possible, tell them that they have control of the agenda and come with questions.In this session, we invest the dynamics of power.We can also have an idea of how they are capturing the business idea and how they organize a meeting, all the qualities that are important in the hiring of executives.

This is not a single step, but rather a criterion that we discuss after each interaction.We want to understand a candidate's relationship with his ego.How attached are they the ideas they have?How willing are they wrong?How do they respond when they are challenged?To find out, we find forms throughout the interview process to press or challenge them, or to think about a particular situation or exercise.In this way, we can see how they relate to the world.Focus on this criterion and choose candidates who have a low sense of attachment and little ego, indicates a lot about the culture that they will create in the company they direct.