Hiring a senior executive for a specialized role can be a high-stakes process. Often, the CEO or leadership team doesn't fully understand the function and expectations of the role they're trying to fill. According to John Boehmer, founder and managing partner of Accelent, Inc., this situation is surprisingly common, especially in startups and high-growth companies. Without the right strategy, Boehmer warns, companies risk making costly hiring mistakes and wasting valuable time. To address this challenge, he suggests an innovative approach.
"We see this all the time when leadership teams lack knowledge of the function they're hiring for," Boehmer explains. "Many companies try to rely on their internal knowledge or expect the search firm to deliver the perfect candidate miraculously. While search firms can provide valuable insights, it's often not enough in these situations."
So, what's the solution? Boehmer suggests a counterintuitive but highly effective strategy: bring in a seasoned fractional or interim executive with deep expertise in the function. This advisor can bridge the knowledge gap, ensuring that both the CEO and the search firm are fully equipped to make the right hire.
Why a Fractional or Interim Executive Makes a Difference
A fractional or interim executive isn't just a temporary fix. They can make all the difference when brought in with a clear mandate to understand the role and its requirements deeply. These professionals bring targeted expertise and act as strategic advisors, helping organizations define what success looks like in the role and make informed decisions.
"You want someone who's done this before—ideally multiple times," Boehmer says. "The right fractional executive will not only have deep functional expertise but also experience advising CEOs on how to make senior-level hires in that area."
The process begins with the fractional executive immersing themselves in the company. They conduct interviews with the leadership team, gain an understanding of the role, observe the company culture, and learn how work gets done within the organization.
"The goal is to fully understand the company's culture, decision-making process, and strategic priorities for the role," Boehmer explains. "They also help the team clarify why they're making this hire and what they specifically expect the new executive to accomplish in the first 12 months."
This approach goes far beyond a standard job description. It focuses on defining measurable outcomes and ensuring the leadership team is aligned on what the ideal candidate should bring to the table.
Finding the Right Advisor
Not all fractional executives are suited for this kind of advisory role, so it's important to choose carefully. Boehmer emphasizes the need to find someone with a proven track record of guiding companies through senior-level hires.
"Look for someone who can become a trusted advisor to the CEO," Boehmer advises. "This should be someone the CEO can brainstorm with, test ideas on, and explore different 'what-if' scenarios. It's a strategic partnership, not just a one-off engagement."
Equally important is the advisor's ability to collaborate closely with the executive search firm. The insights they gather during the discovery process—about the company's culture, goals, and desired outcomes—help the search firm refine and accelerate the hiring process.
"When we work with a client who has this kind of advisor, it changes everything," Boehmer says. "The search becomes more efficient, more focused, and ultimately more successful. We've seen this approach work time and time again over the last 25 years, and it's incredibly effective."
A Proven Formula for Success
Boehmer believes that combining a trusted fractional executive with an integrated executive search firm creates a winning formula. This collaboration ensures the company has a clear understanding of its needs, while the search firm can target candidates with precision.
"The process is faster and more effective when an advisor is involved," Boehmer explains. "The search firm can skip a lot of guesswork and focus on what really matters. It reduces risks and significantly increases the chances of a successful hire."
For startups and growing companies, where speed and accuracy are critical, this approach offers a practical way to fill high-stakes roles without costly missteps.
For CEOs who are stepping into unfamiliar territory when hiring for a senior role, Boehmer stresses the importance of avoiding guesswork. Bringing in a fractional executive to serve as an advisor can make all the difference between a smooth, successful search and a hiring disaster.
"Bring in someone who knows the function inside and out," Boehmer advises. "Let them help you define what success looks like and guide the process from start to finish. It's the smartest move you can make when you don't have the expertise in house."
By integrating a trusted advisor into the hiring process and working closely with the executive search firm, companies can dramatically improve their chances of making the right hire—quickly and effectively.
For more information, visit accelentinc.com.
