When reviewing executive candidates, a polished resume or stellar interview is not enough. The most concerning red flags are often hidden beneath impressive credentials. Here are three critical warning signs—especially relevant when discretion and long-term fit matter most:
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Pattern of Rapid Exits—Always ‘For Opportunity’
If a candidate’s last few roles are brief and framed as “moving up” or “tapped for growth,” but references cite unresolved conflicts, strategic misalignment, or culture friction, press deeper. Legitimacy is found in a trail of trusted relationships and measurable impact—not just upward moves. -
Too Many Transformations, Not Enough Steady States
It is tempting to favour executives who have led turnaround after turnaround. But some leaders specialise in perpetual crisis and struggle with stability, scale, or optimizing a business in its prime. Look for evidence of sustained results, stakeholder trust, and value creation over a full business cycle. -
High-Profile Visibility Without Substantive Attribution
Beware the executive who is always quoted, keynoting, or “thought-leading,” but lacks team loyalty, credible peer endorsements, or clear results tied directly to their name. True impact is often recognized quietly by those who worked closest, not just through LinkedIn posts or industry panels.
Our Thinking
Behind every impressive profile are signals—some loud, most subtle. Dig into the context behind each story, calibrate with off-channel references, and trust the substance over the sizzle. In sensitive appointments, low-profile integrity beats high-profile optics every time.