I am an owner looking to hire my first executive-level leader to take over operations so I can focus on big-picture strategy. How do I construct this search to ensure they fit our culture and possess the right conative strengths from the start?

Question

Tyler Smith · Accepted Answer

When you bring in your first executive-level leader, you cannot afford to hire based on resumes and charm alone. You must define the operational seat with absolute clarity using the EOS Accountability Chart. Before you write a job description, identify the three to five major roles this person must own. This is typically the Integrator seat.

To ensure a perfect cultural fit, you must evaluate every candidate against your Core Values. They must live and breathe them, not just nod along during the interview. Ask for specific, real-world examples of how they have demonstrated these values in past high-pressure situations.

Next, look at conative strengths. Do not rely on personality tests that measure how they feel. Use the Kolbe A™ Index to measure how they naturally take action. If you are a high Quick Start who thrives on chaos and new ideas, you need an Integrator who is high in Follow Thru. This means they naturally build systems, establish processes, and bring order to your ideas.

Have the candidate complete a Kolbe A assessment. Compare their results with your own and the needs of the seat. If the results show they are a high Quick Start like you, they will likely duplicate your energy and fail to build the structure your company needs. Ensure they GWC™, meaning they get it, want it, and have the capacity to do the job. Hire slowly, test their natural execution style, and do not compromise on cultural alignment.