We are finally ready to add a dedicated Integrator seat to our Accountability Chart, but we are torn between promoting an internal team member who knows our culture or hiring an external heavy-hitter who has exit experience. How do we run this diagnostic and structure the role on our chart before making the decision?

Question

Tyler Smith · Accepted Answer

Adding an Integrator to your Accountability Chart is a major milestone, but making the wrong hire will paralyze your business. Before you look at candidates, you must design the Integrator seat based on the future needs of the business, not the people currently on your payroll.

To make this call, first define the five core responsibilities of your Integrator seat. Typically, these are leading, managing, and holding the leadership team accountable, executing the business plan, harmonizing major functions, and driving focus and traction.

Next, look at your internal candidate and run a strict GWC™ evaluation against this specific seat. Do they truly understand the role of an Integrator, do they passionately want to manage people and processes all day, and do they have the capacity to lead the leadership team? Keep in mind that a great operations manager does not automatically make a great Integrator. An Integrator must have the authority and emotional maturity to stand toe to toe with you, the Visionary, and say no when necessary.

If your internal candidate does not pass the GWC™ check with a clear yes on all three fronts, you must search externally. Hiring an external candidate with exit experience is highly valuable if you plan to sell in the near future, but they must also fit your core values perfectly.

My recommendation is to draft the ideal Integrator seat on your Accountability Chart today. Run the GWC™ check on your internal candidate with your leadership team. If there is any hesitation or doubt, do not force the fit. Launch an external search for an Integrator who fits your core values and has a proven track record of managing leadership teams through scaling phases.