The 7 Most Common Mistakes Businesses Make When Hiring Senior Roles

The 7 Most Common Mistakes Businesses Make When Hiring Senior Roles

By Paul

Hiring at senior level isn’t like buying a round of drinks. You can’t just point, pay, and expect it to be spot on every time (if only). The right person in a leadership role can transform your business. The wrong one? Well, it’s a bit like pouring money down the drain — only with a lot more stress involved.

Over the years, I’ve seen businesses get this right, and I’ve seen them get it spectacularly wrong. The mistakes are nearly always the same. Here are seven of the big ones.

1. Rushing the process

I get it. The chair at the top table looks empty and everyone panics. But a rushed hire rarely lasts. One business I knew brought in a managing director in record time — six months later, they were back to where they started, only a lot poorer and with a more nervous team. Take a breath. Map out what you really need. Then hire.

2. Hiring for today, not tomorrow

It’s tempting to solve the problem you can see right now. But senior hires should be chosen for where you’re going, not just where you are. If you’re planning to scale, merge, or take on new markets, you need someone who’s been there, done it, and can lead the way.

3. Overvaluing industry knowledge

Yes, it helps if they know the industry. But it’s not everything. Some of the best leaders I’ve worked with came from completely different sectors. They asked better questions, spotted gaps insiders couldn’t, and brought fresh energy to tired ways of working.

4. Forgetting culture fit

I once worked with a business who thought they’d hired their dream COO. On paper she was perfect. But her approach clashed so badly with the existing culture that half the senior team walked out within a year. Skills can be taught. Shared values and respect? That’s harder.

5. Making interviews a circus

Senior candidates are weighing you up just as much as you’re weighing them up. If your interview process feels like an interrogation scene from a bad cop show, or it drags on forever, you’ll lose them. Keep it structured, respectful, and professional.

6. Leaving the team out of the process

I’ve seen boards hire in a vacuum and then wonder why the team won’t rally behind the new leader. Bring in perspectives from the people who’ll work with them day to day. It gives you a clearer picture and avoids friction later.

7. Neglecting onboarding

This one surprises people. “They’re senior, they’ll figure it out.” Wrong. Even the sharpest leaders need context — your history, your quirks, your challenges. Throwing someone in at the deep end without support is asking for a quick exit.

Final thought

Hiring senior leaders isn’t just about filling a gap. It’s about shaping the future of your business. Take your time. Be clear. And remember — the best leaders aren’t just good on paper. They’re the ones who’ll still be standing with you when things get tough.