Your executive hiring process tells candidates more about your organisation than you might think - and it can have a very tangible impact.
Greenhouse’s Candidate Experience Report found that 1 in 5 candidates have rejected an offer because of a poor interview experience.
At executive level, where candidate pools are smaller and the investment on both sides is significant, that experience matters.
An organisation can have a compelling role, a strong culture and an attractive proposition, but the way the hiring process is managed will inevitably shape how candidates experience it. Shifting criteria, repeated delays, inconsistent messages from stakeholders or unclear decision-making can quickly undermine that experience.
The process itself can become an early window into how the organisation operates.
Are stakeholders aligned on what they are looking for?
Do different interviewers tell a consistent story about the role?
Is communication clear and timely?
Are decisions made at the pace expected from leaders once they are in the role?
Does the process feel considered – or simply complicated?
For us, managing that experience is part of the mandate. We are not only assessing candidates on behalf of our clients; throughout the process, we are also representing our clients to the executive market.
It starts with alignment
A strong hiring process starts with clarity on what you are actually looking for.
At the outset of a search, we work closely with our clients to develop a Success Profile: a shared definition of what someone needs to bring to succeed in the role.
This covers the essential experience, technical capabilities and behaviours required, while also considering the culture, stakeholder dynamics and wider context the individual will be operating within.
This means getting clear upfront on questions such as:
What is genuinely non-negotiable – and what is simply preferred?
What does success actually look like in this particular context?
What behaviours and leadership style will the environment require?
What are the key stakeholder relationships and dynamics the individual will need to navigate?
What aspects of the culture will be important to understand when assessing fit?
The Success Profile then becomes the thread running through the search – guiding how we identify, screen, evaluate and compare candidates against the agreed requirements.
It also creates a clearer, more consistent candidate experience, grounded in the same definition of success from the outset.
The candidate experience matters
A high-quality search is not defined by rigour alone. How candidates experience the process matters too.
Executive candidates invest significant time and energy in a search, often alongside demanding roles of their own. We think that investment should be reflected in the quality of the experience throughout the process.
For us, that means:
Properly briefing candidates ahead of key conversations
Maintaining clear and responsive communication throughout
Providing meaningful feedback and constructive feedback
Ensuring assessment adds value for the candidate as well as the client
Supporting the successful candidate as they prepare to transition into the role
Where candidates complete a psychometric assessment with us, they receive a full debrief. This gives candidates meaningful insight into their own leadership style and development, while also creating a strong foundation for onboarding and their transition into the role.
What candidates tell us
“Stellar communication, excellent follow through/execution, perfectly timed circle backs, valuable insight and preparation – all resulting in an amazing job offer I’ve accepted.”
We measure candidate experience so we can understand whether the principles we aim for are actually reflected in the process. Our latest feedback shows:
+91 candidate NPS with no detractors
95.7% rate the quality of support and interactions throughout the process as excellent
91.3% say the process either exceeded expectations or set a new standard
99% average rating for respect, fairness and professionalism
The process goes both ways
Executive search is designed to give clients a clear view of the leaders they are considering. But throughout that same process, candidates are forming a view of the organisation too.
That is why we see our role as extending beyond identifying and assessing talent. We help create the alignment and structure around the search, while ensuring candidates are informed, prepared and treated with respect throughout the process – whether they ultimately get the role or not.
For us at Phipps Cameron, that is part of what defines a high-quality executive search: rigour for the client, care for the candidate, and a process that reflects the standards of the organisation we are representing.
