What do companies look for in a C-level executive?

Finding a C-level executive for your business can be a stressful and uncertain process for all concerned.

When someone at such a high level of your business decides to retire or move on, whoever takes their place will have a fundamental impact on every level of your business. Their direct reports will need to get used to working for a new person with new ideas, the Board itself will take on a different dynamic once that new person is in place and, above all, they will need the experience and market knowledge to help take your business to the next level.

The Harvard Business Review says that, to thrive as a C-level executive, people need to be good at communication and collaboration, as well as being a strategic thinker. But it’s not just about being good at their specific job. Business departments are working increasingly closer together rather than in silo: marketing departments must work closely with production and Ops Directors, CFOs must understand more than just figures to correctly allocate budgets, and all C-suite executives must actively help the CEO to lead the business through the rapid market changes we’re all experiencing.

So how do you find the best person? At SOS, we search the market to find candidates with the right market experience, who can provide strong evidence of their previous successes, as well as who have a solid understanding in areas such as CSR, diversity and inclusion, and environmental awareness.

One key benefit of working with SOS is that we also understand why establishing a strong cultural fit is equally – if not more – important. Product knowledge can be learned, but if the candidate’s personality doesn’t fit the company culture, it can cause real problems.  

Some businesses are more process-oriented, some more flexible and people-oriented, and finding the right fit on both sides can make or break a job search. In fact, a recent Indeed survey found almost half of job seekers who considered a position chose not to apply because they didn’t think it would be a good cultural fit.

And it’s a big mistake to hire the wrong person – if an initially successful C-suite candidate turns out not to be suitable, for whatever reason, the period of time in which they are in place (and the additional time spent recruiting their replacement), can have far-reaching consequences and even destabilise a business’ progress.

That’s why we always go the extra mile when filling all our vacancies, but especially the C-suite ones. We sit with our clients to gain an in-depth understanding of their culture, what they need in terms of experience and knowledge, and also what type of personality will be the best fit – one who will challenge norms where necessary, but will also act as support and guidance for the rest of the Board.

That’s why we’ve had such great success in placing the right candidates at high levels in businesses right across the construction industry – because our teams have real-world experience of what it’s like being a C-level executive in the building products sector, so we know what is needed to really be able to thrive in such a position.

If you have a C-level vacancy in your business, or if you are aware that one many be coming up soon and want to look at succession planning, get in touch with SOS Executive Search today and find out how we can help. Contact us today on 07815 009 524 or at [email protected]