We are creating our first true executive seat on the Accountability Chart instead of handling the function ourselves, but we do not know how to define the role without writing a generic corporate job description that attracts resume collectors. How do we define the five major roles and vet for true ownership?

Question

Tyler Smith · Accepted Answer

Defining your first true executive seat begins on the Accountability Chart, never on a public job board. When an owner decides to hire an executive, their instinct is often to draft a sprawling three-page corporate job description listing dozens of tactical duties. That approach guarantees you hire an expensive middle manager who waits for daily instructions rather than an executive who takes absolute ownership.

Start by stripping the seat down to its five core roles. What are the five non-negotiable operational outcomes this leader must deliver? For an operational seat, this might look like delivering client work on budget, enforcing quality standards, managing department heads, standardizing operating procedures, and maintaining gross margin targets. If a task does not directly roll up into one of those five roles, it does not belong in their core scope.

Next, evaluate candidates ruthlessly against GWC. Do they truly get the role, meaning they understand the operational rhythm, the friction points, and what success looks like without being taught? Do they genuinely want the seat, rather than just the executive title and compensation? And do they possess the capacity, meaning the mental bandwidth, emotional stability, and track record to lead under operational pressure?

During interviews, abandon hypothetical questions. Present candidates with two real issues currently sitting on your weekly Level 10 Meeting Issues List. Ask them to diagnose the root cause and explain the exact steps they would take in their first sixty days to solve them. An authentic executive will ask for baseline data, challenge your existing assumptions, and establish an accountability framework. A resume collector will speak in abstract buzzwords and defer back to your preferences. Hire the person who challenges your operational blind spots and owns the numbers.