One of our Member-Partners was speaking with a CEO who was
on the 3rd round of interviews for an executive position.
The CEO was upset by the fact that the CEO was looking to
hire an A-Player, but was unsuccessful in attracting good
candidates. The CEO did find 2 good candidates, but they
both rejected offers of employment.
HR POINTER: Real A-Players want to work for A-Companies.
Additionally, they want the money, benefits,
responsibility, and autonomy that confirms their A-Level
As we reviewed this position with the CEO, the CEO
realized the following:
1) The compensation for the position was 25% below the
market in general and 50% below what A-Players receive.
2) The employee benefits package was not competitive with
the industry or the geographic area.
3) The responsibilities of the position consisted of
activities that would be assigned to a mid-level manager,
not an executive.
In essence, this CEO wanted to hire an A-Player without
putting up the ante that is required to “get in the game.”
With our help, the CEO redefined the compensation and
position responsibilities and successfully hired one of
the 2 candidates that previously declined the position.
If you truly want to hire A-Players, you need to ensure
that your organization can provide the advantages that
will attract and retain such high level individuals.