I am ready to make my first real executive hire for our operations seat, but I am struggling to write a job description that actually matches what we need instead of just listing generic corporate requirements. How do we use our Accountability Chart and Core Values to build the scorecard for this hire?

Question

Tyler Smith · Accepted Answer

To make a successful first executive hire, you must completely abandon the traditional corporate job description. Standard resumes and generic lists of duties are useless because they do not measure cultural fit or the specific behavioral execution required in a scaling, entrepreneurial business.

Start by defining the seat on your Accountability Chart. Identify the five major roles that this executive must own and be accountable for delivering. For example, if you are hiring an operations leader, their five roles might be process documentation, team management, technology implementation, margin optimization, and service delivery.

Next, screen every candidate using your Core Values first. If they do not match your culture, their technical skills are completely irrelevant. Use the GWC™ framework to evaluate whether they truly get the role, want the role, and have the mental and emotional capacity to execute it at your current scale.

Finally, administer a Kolbe A™ Index assessment before extending an offer. This tool measures their natural, instinctive way of taking action. If your existing team is packed with high Quick Start visionaries who generate constant ideas, you likely need an operations leader with a high Follow Thru score to build systems, run your AI tools, and bring order to the chaos.