{"id":3098,"date":"2026-10-19T11:27:52","date_gmt":"2026-10-19T09:27:52","guid":{"rendered":"https:\/\/talent-to-match.com\/?p=3098"},"modified":"2026-10-19T11:36:09","modified_gmt":"2026-10-19T09:36:09","slug":"why-you-sometimes-only-see-green-cars-during-candidate-selection","status":"publish","type":"post","link":"https:\/\/talent-to-match.com\/en\/why-you-sometimes-only-see-green-cars-during-candidate-selection\/","title":{"rendered":"Executive search: who should you get to know today?"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">There was a vacancy. Only, for once, there was little time pressure. <\/p>\n\n<p class=\"wp-block-paragraph\">During a search with a client, that gave us the space to try something different.<\/p>\n\n<p class=\"wp-block-paragraph\">Naturally, we looked for the right person for the open position. But alongside that, we also held exploratory conversations with people who might only become interesting in the future. <\/p>\n\n<p class=\"wp-block-paragraph\">Not to immediately convince them of a next career step. Not because a contract had to be signed quickly. <\/p>\n\n<p class=\"wp-block-paragraph\">Simply to get to know each other better.<\/p>\n\n<p class=\"wp-block-paragraph\">That experience got me thinking.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Why, in executive search, do we usually start with the question of who we need today?<\/strong><\/p>\n\n<p class=\"wp-block-paragraph\">Perhaps we should ask a different question much more often.<\/p>\n\n<h2 class=\"wp-block-heading\"><br\/><strong>Why a vacancy isn&#8217;t always the best starting point<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">Most executive search processes begin when a concrete need arises.<\/p>\n\n<p class=\"wp-block-paragraph\">A director leaves. A company grows. Something changes in the management team and someone is needed to guide the next phase.  <\/p>\n\n<p class=\"wp-block-paragraph\">It makes sense that you then go looking for the right leader.<\/p>\n\n<p class=\"wp-block-paragraph\">But as soon as there is a vacancy, time pressure often arises as well.<\/p>\n\n<p class=\"wp-block-paragraph\">A shortlist must be created. Interviews are scheduled. Candidates and clients try to determine if there is a good match in a relatively short time.  <\/p>\n\n<p class=\"wp-block-paragraph\">And precisely then, we expect to truly get to know someone.<\/p>\n\n<p class=\"wp-block-paragraph\">How does that person make decisions? What gives someone energy? Which challenges fit his or her ambitions? And in what environment does that person perform best?   <\/p>\n\n<p class=\"wp-block-paragraph\">After more than twenty years in executive search, I know how important those questions are.<\/p>\n\n<p class=\"wp-block-paragraph\">But I also know that you don&#8217;t always discover everything during a first conversation.<\/p>\n\n<p class=\"wp-block-paragraph\">Some people need time to open up. Sometimes you only discover what truly drives someone during a subsequent conversation. Or you see someone in a different context and better understand where that person can make a difference.  <\/p>\n\n<p class=\"wp-block-paragraph\">That&#8217;s why I increasingly wonder if the moment a vacancy arises is actually the best time to meet someone for the first time.<\/p>\n\n<h2 class=\"wp-block-heading\"><br\/><strong>What changes when nothing has to be decided yet?<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">During that search with my client, we were given the opportunity to have conversations without every introduction having to lead immediately to a hire.<\/p>\n\n<p class=\"wp-block-paragraph\">That makes a difference.<\/p>\n\n<p class=\"wp-block-paragraph\">When someone doesn&#8217;t have to decide immediately whether a new role is interesting, space is created for a different kind of conversation.<\/p>\n\n<p class=\"wp-block-paragraph\">Not just about experience and results, but also about ambitions.<\/p>\n\n<p class=\"wp-block-paragraph\">What makes someone enthusiastic? What work environment suits that person? What would make a next step interesting?  <\/p>\n\n<p class=\"wp-block-paragraph\">And when would such a step even make sense?<\/p>\n\n<p class=\"wp-block-paragraph\">Maybe within six months.<\/p>\n\n<p class=\"wp-block-paragraph\">Maybe in three years.<\/p>\n\n<p class=\"wp-block-paragraph\">Maybe never.<\/p>\n\n<p class=\"wp-block-paragraph\">And that last one is fine too.<\/p>\n\n<p class=\"wp-block-paragraph\">Because not every interesting introduction eventually has to lead to a collaboration.<\/p>\n\n<p class=\"wp-block-paragraph\">It can be valuable in itself to understand someone better.<\/p>\n\n<p class=\"wp-block-paragraph\">And when a suitable leadership need does arise later, you don&#8217;t have to start all over again.<\/p>\n\n<p class=\"wp-block-paragraph\">You already know something about each other. Trust has potentially been built. And you have a better picture of what is important to both parties.  <\/p>\n\n<h2 class=\"wp-block-heading\"><br\/><strong>A network is more than a list of names<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">In recruitment, we regularly talk about talent pools and networks.<\/p>\n\n<p class=\"wp-block-paragraph\">But knowing someone from LinkedIn is not the same as truly knowing that person.<\/p>\n\n<p class=\"wp-block-paragraph\">You can know exactly where someone works, what roles they have held, and what is on their CV.<\/p>\n\n<p class=\"wp-block-paragraph\">That doesn&#8217;t necessarily tell you why someone made certain choices.<\/p>\n\n<p class=\"wp-block-paragraph\">Or what challenges someone is looking for in the next phase of their career.<\/p>\n\n<p class=\"wp-block-paragraph\">Especially with CEOs and other C-level profiles, I find that distinction important.<\/p>\n\n<p class=\"wp-block-paragraph\">In such hires, it&#8217;s not just about the right experience. It&#8217;s also about the company&#8217;s ambitions, the candidate&#8217;s expectations, and the context in which someone will lead. <\/p>\n\n<p class=\"wp-block-paragraph\">Those insights don&#8217;t always emerge during a single selection interview.<\/p>\n\n<p class=\"wp-block-paragraph\">That&#8217;s why I see value in relationships that can develop over a longer period.<\/p>\n\n<p class=\"wp-block-paragraph\">Not by constantly approaching candidates as soon as a vacancy arises somewhere, but by remaining genuinely interested in the person behind the profile.<\/p>\n\n<p class=\"wp-block-paragraph\">Without creating expectations that you cannot fulfill.<\/p>\n\n<p class=\"wp-block-paragraph\">And without every conversation having to become a hidden job interview.<\/p>\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n<h2 class=\"wp-block-heading\"><br\/><strong>What does your company need in three or five years?<\/strong><\/h2>\n\n<p class=\"wp-block-paragraph\">In my opinion, this way of thinking also changes the role of a headhunter.<\/p>\n\n<p class=\"wp-block-paragraph\">Of course, you have to know the market. Know where interesting leaders work and what experience they bring. <\/p>\n\n<p class=\"wp-block-paragraph\">But if you truly want to look ahead, you also have to understand the company behind the leadership need.<\/p>\n\n<p class=\"wp-block-paragraph\">Where does the company want to be in three or five years?<\/p>\n\n<p class=\"wp-block-paragraph\">What changes are coming? What qualities are already present in the management team? And what leadership might be needed in the future?  <\/p>\n\n<p class=\"wp-block-paragraph\">Those are different conversations than when a vacancy urgently needs to be filled.<\/p>\n\n<p class=\"wp-block-paragraph\">They don&#8217;t start from a single job profile, but from the future of the organization.<\/p>\n\n<p class=\"wp-block-paragraph\">Through this, you might discover that it makes sense to meet certain people today.<\/p>\n\n<p class=\"wp-block-paragraph\">Not because you want to hire them immediately, but because their experience and ambitions could become interesting in the long run.<\/p>\n\n<p class=\"wp-block-paragraph\">That obviously doesn&#8217;t mean you can fully predict future hires.<\/p>\n\n<p class=\"wp-block-paragraph\">A company changes. People change. And someone who seems interesting today may no longer be so in a few years.  <\/p>\n\n<p class=\"wp-block-paragraph\">But by thinking about future leadership needs earlier, space may be created for conversations that would otherwise never be held.<\/p>\n\n<p class=\"wp-block-paragraph\">For entrepreneurs and boards of directors who want to think about this, there doesn&#8217;t have to be a vacancy first. Through my <a href=\"https:\/\/talent-to-match.com\/en\/executive-search\/\" target=\"_blank\" rel=\"noopener\">Executive Search approach<\/a>, you can also schedule an exploratory leadership conversation without a concrete search already being underway. <\/p>\n\n<h2 class=\"wp-block-heading\"><br\/>Perhaps we&#8217;ve been asking the wrong first question for years<\/h2>\n\n<p class=\"wp-block-paragraph\">I am still exploring how I can further organize this way of working.<\/p>\n\n<p class=\"wp-block-paragraph\">Because it isn&#8217;t easy.<\/p>\n\n<p class=\"wp-block-paragraph\">It requires time, attention, and trust. From a headhunter, from a company, and from the people you want to get to know. <\/p>\n\n<p class=\"wp-block-paragraph\">And perhaps in practice, it turns out that not every introduction is equally valuable.<\/p>\n\n<p class=\"wp-block-paragraph\">That&#8217;s possible.<\/p>\n\n<p class=\"wp-block-paragraph\">But after more than twenty years in executive search, I continue to find it particularly interesting how much you can discover about someone when a decision doesn&#8217;t have to be made immediately.<\/p>\n\n<p class=\"wp-block-paragraph\">For me, the potential added value lies not in collecting as many interesting names as possible.<\/p>\n\n<p class=\"wp-block-paragraph\">But in building relationships with people who could be important for the future of a company at a certain point.<\/p>\n\n<p class=\"wp-block-paragraph\">So that, if that need ever becomes concrete, the conversation doesn&#8217;t necessarily start between two strangers.<\/p>\n\n<p class=\"wp-block-paragraph\">Perhaps it starts between people who already know each other.<\/p>\n\n<p class=\"wp-block-paragraph\">And perhaps that&#8217;s why we should less often start with the question:<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Who do we need today?<\/strong><\/p>\n\n<p class=\"wp-block-paragraph\">And a bit more often with:<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Who should we already be getting to know today?<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Executive search doesn&#8217;t have to start with a vacancy. By getting to know future leaders earlier, you build trust for the future. <\/p>\n","protected":false},"author":11,"featured_media":3102,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[28],"tags":[],"class_list":["post-3098","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-newsletter-2"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Executive search: getting to know future leaders earlier<\/title>\n<meta name=\"description\" content=\"You don&#039;t get to know a future leader in a single conversation. Why wait until there is a vacancy? 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