Lately, founders, investors, and companies at large have all been grappling with one thing: uncertainty...
While this is true, a recent Hunt Club market survey did reveal that companies are still, in fact, gearing up for a number of big transformations.
Despite ongoing uncertainty, companies are once again setting their sights on growth. According to the survey results, the top goals include market expansion, launching new products, and making acquisitions, amongst many others.
The top business transformations companies plan to undergo in the next 12–24 months
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Companies are coming up for air from these last few tumultuous years and showing signs of their renewed ambitions. While that’s the case, they are also still operating with an extremely heightened aversion to volatility.
This aversion has permeated nearly every business decision. From how teams operate to investments in tech and to hiring executives, companies can no longer afford—or are even willing—to “take a chance” like they used to.
This only means one thing when it comes to talent…
The era of intentional hires is here, and gut feelings about a top candidate aren’t enough.
There’s still just one big problem. According to the same market survey, finding leaders with the right skill set is the #1 obstacle for companies achieving their growth goals. In fact, this problem is so prevalent, that it even pulls ahead of traditional major roadblocks like limited budgets, market competition, and uncertainty of ROI.
You’ve Seen the Data. Now Hear From Our Executive Search Team.
While the data paints a clear picture, our executive search team offers a ground-floor perspective on the challenges companies face when recruiting new talent:
“Companies don’t want to rock the boat with their hires anymore. They need talent who’s ‘been there, and done it before’ through and through. They’re looking for candidates who know how to bring stabilization and predictable revenue models.”
Hunt Club Search Team
“Companies are at an inflection point now. They’re looking for leaders who are specifically designed to get a company to a certain scale, and that means they can’t take a risk on someone they just have a ‘good’ feeling about.”
Hunt Club Search Team
“No more flukes. Companies are looking for leaders that have strategies and playbooks to execute - not those that just ‘got lucky’ before.”
Hunt Club Search Team
“People were taking chances during the COVID boom. Not anymore. Now companies want proven track records, not luck. They want exact revenue runs. Exact domain specialties. They want people with playbooks.”
Hunt Club Search Team
Bottom Line? Every Leadership Hire Must Come With a Proven Playbook for Success.
Companies are no longer betting on potential alone; they want precision and reliability, and they’re holding out for candidates who’ve been there, done that.
Exact revenue track records, specific industry expertise, a strategic vision backed by experience—this is the standard in hiring right now.
As mentioned, this is the era of intentional hiring, and companies need leaders who come prepped and fully equipped with a history of turning strategy into results. This is where a well-crafted and battle-tested playbook comes in.
Here’s why they matter more than ever, and the key elements that talent should be able to speak to:
Breaking Down the 5 Essential Elements of a Proven Executive Playbook
1. A Strong Strategic Vision
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What It Is |
What It Demonstrates |
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A clear articulation of the long-term goals and specific value the executive aims to bring to the organization. |
A leader’s ability to think beyond quick wins, focus on sustainable growth, and inspire the team under one direction. |
2. Specific Strategies & Previous Tactics
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What It Is |
What It Demonstrates |
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A catalog of previous levers, tactics, and plays used to achieve specific goals and project execution. |
A leader’s practical experience in executing effective strategies and how they can replicate success/wins. |
3. Success Metrics
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What It Is |
What It Demonstrates |
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Defined short- and long-term objectives with measurable KPIs to track progress and impact. |
A leader’s commitment to accountability, data-driven decision-making, and ability to deliver tangible results. |
4. Adaptability and Contingency Plans
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What It Is |
What It Demonstrates |
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Plans of actions or approaches to handle market shifts, internal challenges, or unexpected setbacks, ensuring resilience. |
A leader’s adaptability, preparedness, and ability to “work on the fly” regardless of any major shifts or unexpected circumstances that come their way. |
5. Team-Building and Development Plan
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What It Is |
What It Demonstrates |
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A defined roadmap outlining how the executive will attract, develop, and retain top talent, along with strategies for fostering a collaborative and high-performance team culture. |
A leader’s commitment to creating a strong culture and team environment with continuous learning, skill development, and growth. |
Organizations are moving beyond the traditional metrics of experience and pedigree…
“No more flukes,” as our search team shared.
Now, companies are looking for audacious visionaries who can articulate actionable strategies and deliver results. Time and time again.
Need to find a leader with a proven playbook? Hunt Club is here to help.
