Exec search or operator-led advisory: who should hire your leaders?

Short answer: use a traditional executive search firm when the role is clear and you need a wide shortlist fast. Use an operator-led growth partner when you are not yet sure the role is right, or when the hire is tied to a bigger move such as a new market, a raise or a restructure. In that case, the brief matters as much as the search.

The real risk is hiring the wrong role well

Most failed senior hires in scale-ups are not bad candidates. They are good people in a role that was scoped for the wrong stage. A CTO hired when the business needed a VP of Engineering. A CRO hired before there was a repeatable sales motion to run.

A search firm will usually work to the brief you give it. An operator-led partner should test the brief first.

When a traditional executive search firm is the right call

• The role, reporting line and success measures are already agreed.
• You have hired this role before and know what good looks like.
• Speed and reach matter more than reshaping the role.

When operator-led advisory is the better fit

• You have just raised and need to build the next layer of leadership.
• You are entering a new market and need a leader on the ground.
• Your leadership team has gaps but you are not sure which ones matter most.
• The hire depends on decisions about structure, product or go-to-market that haven't been made yet.

What operator-led search looks like in practice

At Think & Grow, the search usually starts with a capability review or org design check, so the role is right before we go to market. A few examples:

• Prospa: we assessed product and technology capability with both founders before running an executive search across ANZ. Outcome: a Chief Product & Technology Officer and a VP Engineering hired.
• Constantinople: ahead of a Series A, we built and ran a hiring plan for 4 roles - VP Engineering, VP Product, VP Banking and CPTO - including an international benchmarking sprint.
• Harrison.ai: a sales capability review came first, then a global search for a CFO, CPO and CRO.

Questions to ask any search partner

1. Will you challenge the role before you start the search?
2. Have your people worked in roles like this, at a company like ours?
3. What happens in the first 90 days after the hire starts?

How Think & Grow helps

Think & Grow has filled 1,000+ roles for tech scale-ups across Australia, the UK and the US. Our executive search is run by operators who have held these roles, backed by capability reviews, org design and fractional leaders when you need cover while the search runs.

Talk to Think & Grow about your next leadership hire