Hiring and recruitment by Mark Thompson and Byron LoflinFrom the Magazine (January–February 2026)ShoutPostBuy CopiesSummary. Leer en españolLer em portuguêsPostBuy CopiesWhen vying for a C-suite role, you’ll need to win over many different stakeholders: board members, the CEO (existing or outgoing), executive peers, and external parties like customers and shareholders who might weigh in on the decision. But all candidates, even internal ones, must prepare for another set of increasingly powerful gatekeepers: professional recruiters and assessors.A version of this article appeared in the January–February 2026 issue of Harvard Business Review.PostBuy CopiesRead more on Hiring and recruitment or related topics Job interviews, Receiving feedback and Personal growth and transformation
How to Stand Out to C‑Suite Recruiters
Professional recruiters are playing a larger role in C-suite hiring processes. Candidates vying for senior roles can prepare using five key strategies: (1) Adopt a development mindset—embracing the evaluation process as a learning opportunity can help you better understand your strengths and weaknesses and help your career growth. (2) Craft a bold vision memo that addresses critical business challenges and demonstrates strategic thinking. (3) Anticipate every assessment, from psychometric tests to case study simulations to proprietary leadership diagnostics. (4) Delve deep for interviews, understanding the stories from your past that highlight your suitability for the job. Finally, (5) line up strong references, building a credible network of advocates who can speak to your most relevant capabilities.
