Resources and perspective for senior leaders navigating critical hiring decisions. No filler. No generic advice.
Each guide below was written for the leaders we work with. If you are navigating a senior leadership hire, a vacancy that is costing you more than you have calculated, or a transition you are not sure how to handle, one of these is probably relevant to where you are right now.
Every week a critical seat sits empty, your business pays a price most organizations never stop to calculate. This guide makes the case for why that number is almost always larger than the salary you think you are saving, and what the best companies do differently when a senior seat comes open or when the wrong person is sitting in it. The cost of getting it wrong compounds every week you wait.
What is inside: the financial drag of an open seat, the overload tax on your existing team, what prolonged vacancies signal to your board and investors, and why a confidential replacement is sometimes the more urgent need.
Download the GuideThe senior leader you actually need is probably not looking for a new position right now. They are running a function somewhere, doing solid work, and protecting a reputation they have spent years building. They are not in your inbound funnel. This guide is about how that works in practice, why traditional recruiting misses them, and what it actually takes to get the right conversation started.
What is inside: why senior talent markets are structurally different from general hiring, what passive senior leaders actually respond to, where most failed searches really break down, and a practical playbook for attracting leaders who are not actively looking.
Download the GuideMost companies do not have a succession plan. They have an assumption. This guide is for founder-led, PE-backed, and high-growth companies that need to think clearly about leadership continuity before a transition forces the conversation. It covers why traditional succession planning fails growth companies, how to assess your actual leadership pipeline honestly, and when external search becomes the strategic move rather than the reactive one.
What is inside: why traditional succession planning fails growth companies, how to assess your actual leadership pipeline honestly, when external search becomes the strategic move rather than the reactive one, and how to structure a leadership transition before one is forced on you.
Download the GuideThe Corner Office. Published twice monthly. Practical thinking on executive hiring, leadership transitions, and building teams that perform.
See the most recent editions below. Read them here or subscribe to get them as they are published.