You can’t out-recruit your reputation. And you definitely can’t out-spin your leadership.
In every executive search, two interviews are happening. One you see. One you don’t.
There’s the formal one – the panel, the presentation, the polished Q&A. And then there’s the other one.
The invisible one.
It happens in the back half of a first call. In how the CEO answers tough questions. In how aligned the board seems (or doesn’t). In how clearly the company can articulate not just the role, but the actual problem this person is being hired to solve.
And if you think you’re doing the evaluating? Think again.
The best executive candidates – the ones who can shift your trajectory, who can 10x your value, who can lead through change, not just talk about it – are assessing you, too.
They’re not asking: “Is this role right for me?” They’re asking:
- Does this team know what game it’s playing?
- Is the problem worth solving?
- Are the leaders clear, aligned, and honest?
- Will this environment let me do my best work?
They’re testing for discipline. Vision. Courage. And yes, for cracks in the foundation.
The invisible interview is quiet. But it’s decisive.
A few things I’ve seen top candidates clock (that most hiring teams miss):
- When a board member and a founder tell two different stories.
- When the company talks about transformation, but still hires for safety.
- When execs say “we’re moving fast” but haven’t made a bold decision in 18 months.
- When the brief is over-engineered – because no one has agreed on the real job to be done.
Here’s the truth: The best candidates aren’t selling, they’re scanning.
And if what they see doesn’t line up with what you say, they’ll quietly opt out – long before you get a “no thanks.”
So, if you’re a founder, investor, or board member gearing up for a big exec hire, here’s my invitation:
Before you brief the search partner… Before you draft the JD…
Ask yourselves:
- Are we ready to be interviewed, too?
- Do we know what we really need?
- Are we telling the truth?
Because great leaders are looking for a problem worth solving, with people they trust, in a company that’s built to go the distance.
And if you’re not ready for that, then you’re not ready to hire them.
In your corner,
Kate xx
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