Being a great CFO doesn't automatically make you a great CEO – the transition demands a complete rewiring of how you think about leadership.

Anwering to debate on article and showing how authenticity and honesty about challenges can be a real selling argument for the role, too.

Companies and candidates can avoid costly late-stage withdrawals in executive searches by conducting thorough upfront due diligence.

The biggest cost of extended executive job searches isn't financial - it's deeply personal. How to navigate them.

Some ideas how to expand your senior executive network beyond your home industry.

Alternative paths that will help you tide over the crisis, and might even be genuinely attractive career moves that can be very rewarding.

Consulting Partner searches are highly complex and require understanding the whole consulting ecosystem.

Successful executive search partnerships are built on genuine personal connection rather than technical presentations and fee comparisons.

Team moves are like running several executive searches in parallel, and pose specific challenges.

The right approach depends upon where you stand and what you are trying to achieve.

The Bad News: The cautious executive talent market will persist. The Good News: We will see a massive recruitment boom once this phase is over.

What makes a great Consulting Partner?

Delivering rejection news with kindness, respect, honesty, and constructive feedback creates impact and lasting relationships.

Successful executive search goes beyond matching skills to requirements—it's about finding the "spark" of genuine enthusiasm.

Great leadership selection requires looking beyond perfect CVs to assess personality and long-term impact rather than just track records.

CEO succession should be a strategic, forward-looking process that builds leadership capability, not a reactive event to replace departing leaders.