We are hiring an outside Integrator to run our daily operations, but our leadership team members all have conflicting opinions about what this person should focus on. How do we use the C-Job guidelines to establish an objective, company-centric definition of this seat before we begin interviewing candidates?

Question

Tyler Smith · Accepted Answer

Hiring an outside Integrator is a critical transition that often fails when the leadership team is not aligned on the role's requirements. To prevent personal bias from ruining the hire, you must use objective C-Job guidelines to define the seat's critical strategic needs before you write the job description.

First, gather input from multiple stakeholders, including the Visionary, direct reports, and key department heads, to get a holistic view of the operational gaps. Avoid generic requirements. Ask definitive questions about what is absolutely essential for the business to scale. Do not ask what the team wants in a personality; ask what the company strategically needs the Integrator to accomplish.

Second, frame the value proposition and the seat's accountabilities around the company's long-term objectives on the V/TO®. This ensures you are hiring for the future state of the business, not just solving today's immediate operational headaches.

Finally, use these objective requirements to build a clear, data-driven profile for the role. This profile should include the cognitive and behavioral benchmarks needed for success, as well as the exact GWC™ criteria for the seat. By basing your search on company-centric strategic needs rather than personal preferences, you will align your leadership team and ensure you select an Integrator who is perfectly wired to run your operations.