FREE MASTERCLASS · ON DEMAND · 30 MIN
Authority,
Accountability,
Succession
Getting the mandate right before you search.
- The senior talent market, position by position
- Three questions to answer before you go to market
- The real cost of a stalled hire
- The pre-search mandate checklist we use with clients
Presented by Alan Herrity, Director, Momentum Search & Selection
90-SECOND PREVIEW
"When an appointment goes wrong, it is rarely a capability problem. More often, it's a mandate that was never properly resolved before it went to market."
- Alan Herrity, Director
40%
of Executives hired at the senior level are pushed out, fail or quit within 18 months.
Heidrick & Struggles, 2009
That research is from 2009. The pattern hasn't gone away.
"I recently met with a General Manager who is six months into his role. The organisation has had four changes to this role in around 12 months. He has now been restructured, and his mandate, scope and authority are completely different from what he was hired to do."
This happens a lot. In many cases, it's because the mandate was never diagnosed and stress-tested before the search began.
INSIDE THE MASTERCLASS
What the session covers
Drawn from our De-Risk the Hire report, LinkedIn Talent Insights data and our own search work across Australia's highly regulated industries.
The Australian market
A market that has cooled overall but stays tight at the senior end.
Seven senior positions
Talent pool, demand, tenure and gender diversity, and what each means for the mandate.
Chief Executive Officer · Chief Transformation Officer · CIO / CTO · CISO / Head of Cyber · Chief Data Officer · Chief AI Officer · Program Director
The cost of a stalled hire
What it costs in time, delivery, confidence and reputation, with a real search as the example.
Resolving the mandate
The three questions to answer first, the pre-search mandate checklist and four questions to take back to your leadership team.