Hiring mistake hurt organizations badly, especially when they occur for critical newly defined roles Recruiting for new roles is not. It is really a 4 step process. Step One - clarify the role. Create a performance profile for the role. Answer 2 steps 1. What will the person hired in this role do in the 1st 3, the next 3, the third 3 and the last 4 months of the first year? Then what will the person do beyond that? 2. What will the hiring manager see to show that the person is progressing on each of these things? What are the performance metrics. Step Two: Outline the interview guides, the role plays, the performance demonstrations that will be used to sort through candidates? Facilitate the understanding of all of the people involved in finding candidates about this - executive search consultants, recruiters, researchers, other interviewers and hiring decision makers. Step Three: Find candidates. Sort through them using the material from step two. Negotiate with the final candidate. Get one to commit. Step Four: On board the hired individual. Clarify the performance expectations / coach them in what is expected, based on the material from step one. This is how I hired the majority of my direct reports, since my executive career always involved making substantial change and introducing innovation. As a result, I have become expert in this process. I can either coach you through the process, or manage it for you.