We are about to hire our first high-level executive from a major corporation to join our leadership team, but we are terrified they will bring slow corporate bureaucracy that will kill our agile entrepreneurial spirit. How do we prevent this?

Question

Tyler Smith · Accepted Answer

Hiring from big corporations is risky for entrepreneurial companies running on EOS®. Corporate executives are often used to having massive support staffs, large budgets, and slow, consensus-driven decision-making processes.

To prevent bureaucratic bloat, you must thoroughly evaluate their cultural fit and their ability to actually execute the work themselves. During the interview process, use behavioral questions to test if they truly possess your Core Values. Ask for specific examples of when they had to roll up their sleeves and personally build a system, rather than just managing an agency or a large team of subordinates.

Make sure they understand the Accountability Chart and are comfortable with the transparency of your weekly Scorecard. In our world, there is nowhere to hide. Every leader is accountable for weekly metrics and Rocks.

Before they start, set clear expectations that they are joining a lean, execution-focused team. They must be willing to lead, manage, and hold people accountable without relying on heavy administrative processes. Show them how we use IDS® to solve problems quickly in our Level 10 Meeting™, rather than forming committees. If they cannot adapt to this fast-paced, high-accountability environment, they do not belong on your team.