Why Executive Hiring Often Fails

Leadership Beyond the Spotlight

Before we dive in, there are two things you should know about me.

First, I’m an Operations guy. My career—whether in the military or corporate America—has always been about taking a strategic vision, breaking it into actionable steps, and rallying a team to execute. I’ve built systems, managed risks, controlled costs, and inspired teams to perform at their best. My focus has always been on results: moving the chains forward.

Second, I carry an Offensive Lineman mindset. If you’ve seen my earlier content on LinkedIn, you’ve heard the story: the Offensive Line doesn’t chase the spotlight. Their work is rooted in selflessness, teamwork, and trust. It’s about doing the unglamorous, essential work that enables the whole team to succeed.

But despite years of leading and delivering results, I’ve learned that success in leadership often hinges on one critical element: alignment.

When Everything Changed

A few years ago, I left corporate America for what I thought was an aligned career move. I wanted to step away from corporate politics and into a role where I could make a real difference—helping a high-growth organization navigate into its next phase of growth.

It didn’t work out. One misstep led to another, and within two years, I found myself out of work in a new town, my confidence shaken. My career, once steady and growing, had hit a wall.

Looking back, my issue wasn’t effort or capability. It was alignment.

The Misalignment Trap in Executive Career Transitions

That experience opened my eyes to a trap many executives face:

1. The leadership environments I joined didn’t match my values, skills, or interests.
2. I didn’t ask the right questions to uncover whether those roles were truly a fit.

The result? Wasted time, energy, and emotional stress—for me, the companies I joined, and the teams I tried to lead.

For many executives, breaking out of career stagnation starts with recognizing this misalignment and taking proactive steps to address it.

The Hidden Flaw in How Companies Hire Leaders

Here’s the reality: the failure rate for executive hiring is far too high.

And it’s not because of a lack of talent or effort. It’s because of one thing: authentic alignment—or the lack of it.

Too often, both sides focus on projecting who they think they’re supposed to be:

• Companies present an idealized version of themselves: the perfect role, the exciting growth story, the seamless culture. But this often glosses over the real challenges, misaligned priorities, or team dynamics that make the role far more complex than it seems.
• Candidates focus on fitting in: checking boxes, meeting expectations, and staying surface-level to keep as many options open as possible. They hesitate to ask deeper questions or challenge the process because they don’t want to risk losing the opportunity.

But what if hiring wasn’t about projecting perfection? What if it started with one simple question:

What’s the reality we’re working with, and who’s the best leader for it?

Authenticity is the daily practice of letting go of who we think we’re supposed to be and embracing who we are.

• For companies, this means sharing the true state of the business and the challenges that need solving. It means communicating with clarity and transparency.
• For candidates, this means articulating their values, leadership style, and strengths while being honest about the environments where they thrive.

When both sides embrace authenticity, the process becomes transformative. This mutual authenticity is the foundation of alignment—and the key to long-term success.

The Cost of Getting It Wrong

When authenticity is missing, it creates a risky situation for both sides.

For companies, a failed hire is costly and frustrating, but they tend to recover and move on.

For candidates, it can derail years of hard-earned momentum in their careers.

I know this because I’ve been there. When I transitioned into a new C-suite role, I quickly realized the environment wasn’t what I’d been led to believe. Within a month, my instincts told me it wasn’t going to work.

But by then, the damage was done. My career train had jumped track, and I had to get a cleanup effort underway.

From Misalignment to Mission

That experience led me to where I am now: helping companies and senior executives avoid the same mistakes I made.

As an exclusive executive search consultant, I don’t aim to just fill seats. I work with clients to uncover their true, authentic needs and align their hiring teams before we ever go to market.

• For companies, this means defining and communicating the real challenges, priorities, and culture.
• For candidates, it means clarifying their values, goals, and leadership style so they can confidently show up as their authentic selves.

My mission is to ensure both sides are fully aligned before a hire is made.

Helping Leaders Thrive

I’m creating a program specifically for senior executives—those in the C-suite, VP, and director levels—who want to make intentional, aligned career moves.

This program will help leaders:

• Clarify their authentic values and leadership style.
• Align their goals with the right opportunities.
• Approach hiring processes with confidence and purpose.

At its core, this program is about protecting stellar careers and helping leaders find roles where they can truly thrive.

FAQs: Executive Career Transition Strategies

Q: What are the top executive career transition strategies?

A: Focus on aligning your values with company culture, building an authentic leadership narrative, and exploring unadvertised opportunities.

Q: How can I position myself as a generalist leader?

A: Emphasize your adaptability and ability to unify diverse teams under a shared vision, while showcasing results-driven impact.

Q: How do I build a leadership legacy?

A: Define your long-term vision, align your decisions with it, and focus on creating lasting impact through authenticity and purpose-driven actions.

Let’s Fix This Together

If you’re a highly accomplished senior executive navigating your next career move, I’d love to hear your thoughts.

I’m conducting research to better understand the challenges leaders face during career transitions. Your insights could shape how we create better outcomes for leaders like you.

Click below to schedule a confidential 30-minute conversation: Schedule a Call

The next chapter isn’t just a career move—it’s an opportunity to fully align with your purpose and legacy.

Authentically,
Brandon