Bruin’s Post

When hiring, it can be easy to over emphasize candidates’ skills and competencies or to focus on their “been there, done that” experience, only to discover the person you hire isn’t a good fit for your team or the company. In this week’s posts, I look at hiring for attitude as well as aptitude and for culture fit, sharing some questions you can ask to help you identify the best candidates for your positions. Join the conversation here:  https://lnkd.in/gKA7BnQB

IT leaders don’t always get it right. From crafting bad job descriptions to setting vague hiring standards, tech bosses often get it wrong when seeking to attract new talent. Here is a recent article from CIO Online that highlights 15 common errors: https://lnkd.in/dx8ez5pG My top three from the list to watch out for are: 1️⃣ 𝗟𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝗮 𝗖𝗹𝗼𝗻𝗲. A company is on a slippery slope if it expects a carbon copy replacement of a departing staff member. First, it’s unlikely you’ll find one. But also you’ll be missing out on so many other skills and attributes that a different type of candidate could introduce. 2️⃣ 𝗦𝘁𝗶𝗰𝗸𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗧𝗿𝗮𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝗖𝗿𝗶𝘁𝗲𝗿𝗶𝗮. ‘Must have a degree in XYZ and five years’ experience in Whatever-Whatever’ could be limiting your choices unnecessarily. How about someone who simply is a culture fit and the right skills to do the job? Most other things can be learned... 3️⃣ 𝗕𝗲𝗶𝗻𝗴 𝗼𝘃𝗲𝗿-𝗿𝗲𝗹𝗶𝗮𝗻𝘁 𝗼𝗻 𝘁𝗵𝗲 ‘𝗣𝗼𝘀𝘁 𝗮𝗻𝗱 𝗣𝗿𝗮𝘆’ 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵. Lots of IT leaders love their companies so much they expect everyone else to love them too. They think by simply posting an advert online the applicants will arrive in droves. Try fishing in a pond with the same attitude, and see where that gets you! In the sought-after arena of IT – where many professionals are being headhunted on a weekly basis – most of the best-suited candidates won’t even be looking for a new job, let alone taking the time to consider the one you have available.       What would be your top three? And are there any other hiring clangers that didn't make the list? #gooseandchase #hiringmistakes #cio

A few months ago, we received a call from an organization facing a pivotal moment. Their CEO had just announced their retirement, and while the team was strong, the leadership void felt daunting. They needed more than a replacement—they needed a leader who could take them to the next level. That’s when they turned to us at Cowen Partners. Through our retained executive search process, we did what we do best: we listened. We immersed ourselves in their mission, values, and vision for the future. Then, we launched a nationwide search—not just to find qualified candidates, but to find the one who could drive their growth, inspire their team, and make an impact. After weeks of intensive work, we introduced them to a candidate who exceeded every expectation. This leader wasn’t just a fit on paper; they embodied the organization’s spirit and brought a fresh perspective to their goals. Fast forward to today: that same organization is thriving under their new CEO, quickly achieving milestones they once thought impossible. This is why we do what we do. At Cowen Partners, retained search isn’t just a service—it’s a partnership. It’s about understanding your needs, building trust, and delivering leadership solutions that transform organizations. Leadership matters, and we’re here to ensure you have the right one. If you would like to connect to learn more, let me know. There is no reason for us to "sell" you...our reputation speaks for itself. Just check out our case studies: https://lnkd.in/eVi8jFH6 #LeadershipMatters #RetainedSearch #ExecutiveSearch #Transformation #CowenPartners

Congrats Saskia on your company launch! If anyone in my network is in need of executive search support, I highly recommend checking out her services! Here’s to new beginnings and impactful connections! 🚀 #ExecutiveSearch #Talent

Here’s something we’ve learned from working with top organizations: clients and prospects don’t want to be “sold.” In general, we all don't want this. Even when they ask for specific examples or want us to “sell” them on why we’re the best choice, we refer them back to what truly matters—our reputation and results. The proof of our success is already out there in our case studies, testimonials, awards and recognitions, and the track record we’ve built with companies like yours. https://lnkd.in/eVi8jFH6 Our approach is simple: we bring expertise to the table, listen to your needs, and have a no-pressure conversation about how we can help. No hard sell, no empty promises—just a commitment to finding the best leadership talent to drive your organization forward. If you’re looking to fill a key role or just want to learn more about how we work, let’s connect. Sometimes the best partnerships start with a simple conversation. Let's be honest, we don't want to "sell" you either. We just want to provide the results and let the rest speak for itself. #ExecutiveSearch #LeadershipHiring #ExpertiseMatters #ProvenResults

For Boards of Directors who are currently searching for and recruiting a CEO, they must compile a "unique" set of questions and tasks and do a fairly deep dive analysis of the answers given from candidates. This article provides a thought-provoking example of some good questions. Although, in the fast-changing world of technology, questions on adaptability to A.I. and other technologies must also be explored in depth along with leadership and strategic planning and execution.

For Boards of Directors who are currently searching for and recruiting a CEO, they must compile a "unique" set of questions and tasks and do a fairly deep dive analysis of the answers given from candidates. This article provides a thought-provoking example of some good questions. Although, in the fast-changing world of technology, questions on adaptability to A.I. and other technologies must also be explored in depth along with leadership and strategic planning and execution.

We were quite surprised to learn that the majority of voters believe a candidate's potential should be the top priority in hiring! But what really blew our minds? Most of those votes came from C-level executives(!). Candidates, don’t let a lack of experience or credentials hold you back—there are plenty of business leaders willing to take a chance on your potential and see what you can achieve! It’s clear that candidates with the drive to grow, lead, and succeed are winning over decision-makers. What do you think? Were you as surprised by these results as we were?

Facing the Challenge of Hiring Your Future CEO: Keeping It Fair and Diverse Sometimes at work, you might end up in a tricky spot where you have to hire the person who'll be your boss, even your CEO. This could seem pretty odd, but it's becoming more common in companies these days. Some think it's all about saving money or making sure different kinds of people get a fair shot at leadership roles. But, this situation can be a bit of a minefield. Here's the thing: when we're picking our future bosses, we might not realize how our own feelings and preferences sneak into our choices. We might go for someone we just 'get' or who we think will be good for us personally. It's natural, but it can lead to a team of leaders who all think and act the same way, and that's not great for bringing new ideas to the table. Especially when it comes to big decisions like choosing a new CEO, the question pops up: should the Chief People Officer be part of this? How much should they weigh in? There's no easy answer, and that's probably why lots of companies hand this job over to Search firms. They want to make sure they're really looking at all the options and choosing the best person for the job, not just the best person for one or two employees. If you're in the middle of hiring your future CEO, I bet at some point you'll wonder whether you can see eye to eye with that person or if they'll be the kind of leader you'd like to work for. My two cents? It's better to stay clear of situations where you have to pick your own boss, to keep everything open and fair. But hey, that's just one opinion. What do you all think?

Is the best person to lead a company somebody who’s been there from the start? Not always. I mean…I wasn’t! It can work either way, but sometimes an organization needs fresh perspective and new ideas as much as experience. The way to identify those priorities is by considering the needs of your business at the given moment, and create a fair and equitable process that objectively reveals who is best for the position. And it should be rigorous. At LSI, we put leadership candidates through a series of panel interviews, and require them to put on a unique presentation that demonstrates their ability to push boundaries. We check references in three distinct areas of their background and conduct a thorough assessment to ensure they possess the skills and vision to take our company forward. All references submit reviews directly to the hiring manager. By this point, usually the choice is clear, but if not, that’s when I lean towards the external candidate. All else equal, someone who brings novelty, who can challenge the status quo, provides an opportunity for innovation. They’re usually the ones who propel the company to new heights.