Perspectives

Finding top executive talent is more challenging than ever. The best leaders those who drive growth, build strong cultures, and effectively execute strategy are in high demand but short supply. But middle-market companies are uniquely positioned to recruit the best of the best. The bureaucracy of their larger competitors doesn't hamstring them. And they don't carry the risk inherent with small startups.

Even with these advantages, it is imperative that middle-market companies understand the nuances of the current recruiting marketplace:

·         Today's executives need a broader skill set than ever before balancing strategic vision, operational expertise, digital fluency, and emotional intelligence.  Often traditional leaders struggle to adapt to fast-changing markets, technology transformation, and evolving workforce expectations.

·         Leading a dispersed, hybrid, or fully remote team requires a novel skill set. Executives who excel in this new environment are in high demand they have choices and often, multiple offers.        

Many seasoned executives are retiring, and the next generation of leaders isn't always ready to step up. The pipeline of experienced talent is far smaller than it once was, making succession planning more critical than ever. McKinsey's old War for Talent is back as baby boomers are retiring at a record clip.

Taking these nuances into account, middle-market companies and organizations can be well positioned to compete. They must:

·         Get clear on what "Great" looks like:  An excellent job description is not enough.  Define what success looks like for the role not just in terms of experience but also leadership style, cultural fit, and ability to drive impact in a defined environment.

·         Move faster and smarter: The best candidates won't wait.  A lengthy hiring process can lose the best choices. Streamline internal decision-making, ensure timely alignment among stakeholders, and work with search partners who proactively approach engaged executives thereby providing access to top-tier talent.  Such partners help companies move quickly to land the chosen candidate.Despite the need for speed, middle market companies must remain mindful of what their "Great" looks like.

·         Focus on more than just compensation: Competitive pay matters but today's executives also want: 

              Compelling mission and vision

              Strong company culture and values                         

              Opportunities for long-term growth and impact

              Flexibility and work-life balance

              (In our observation, middle-market companies often push back on flexibility and work-life balance more than

               their larger and smaller competitors. Perhaps a topic for a good conversation.) 

·         Sell the opportunity, not just the job: Executives want more than a title they want an exciting challenge. Position your company as a place where leaders can thrive.   Show them what they can do.

If you are looking for outstanding leadership talent, we would love to help. Let's connect.