Company

Executive Search Checklist

Every step of a board-level search, from mandate to transition — with nothing left to memory. Tick as you go; an unticked box is a decision you have not made yet.

Before the search

Alignment is cheaper now than a restart in month three. Do not approach a single candidate until this page is complete.

Mandate & stakeholder alignment

The board or hiring group agrees, in writing, what this leader must change in year one
Decision rights and reporting lines are settled — no ambiguity to inherit
Internal candidates have been honestly assessed and told where they stand
One client-side owner runs the search; a search with two owners has none

Success profile

The must-have evidence is written as things done, not traits
Success is defined by outcomes, not a list of responsibilities
Cultural and leadership requirements are explicit, not assumed

Compensation & governance

The compensation envelope is approved and validated against current market data
The confidentiality level is agreed before any outreach

Running the search

Most searches fail here — in the middle, where ownership is weakest.

Market coverage

The market map covers the full candidate universe, not just the visible one
Approaches are made confidentially, protecting both sides

Assessment

Every finalist is assessed against the same written scorecard
Assessment tests evidence of change delivered, not stories about it

References

Off-list references are taken, not only the candidate's chosen names
References are structured and completed before the offer, not after

Closing & transition

The offer is delivered by phone first; the letter confirms it
The counter-offer conversation is planned before it happens
A first-100-days plan is drafted with the hire before day one

Executive Search Checklist

Executive Search Checklist

Before the search

Running the search

Closing & transition

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