Why Gut Instinct Fails in Executive Hiring — And What It Really Costs

---

C-suite hiring is one of the highest-stakes decisions a business makes — yet many of those decisions still rest on instinct. We see it all the time: strong rapport in the interview, a great story, a stellar CV — and then, six months later, underperformance, misalignment, or quiet failure. Here’s why that happens. What it costs. And what’s possible when you get it right.

Discovery Call

The Executive Mis-Hire — It Happens More Than You Think

The Failure Rate Is the Rule, Not the Exception

• 40% of externally hired executives fail within 18 months ([Heidrick & Struggles / HBR])
  
• 46% of new executive hires underperform or exit early due to poor cultural fit, poor judgement or lack of adaptability ([Leadership IQ study])
  
• The average cost of a failed executive hire? Between 3 to 5 times the role’s total compensation — and that’s conservative.
  

And the Causes Are Predictable

• Overreliance on gut feel and chemistry
  
• Unstructured interviews with confirmation bias
  
• Choosing reputation over contextual fit
  
• Hiring based on past success, not future challenges
  

how we work

---

The Hidden Cost of Gut Instinct

It Feels Fast — Until It Isn’t

Intuition can create the illusion of decisiveness — but gut-driven decisions often bypass structure and scrutiny. The result?

• High turnover
• Board-level frustration
• Culture shock and loss of internal confidence
• Strategic delay — six months to unwind, six more to recover

You Don’t Just Lose Money — You Lose Momentum

When a senior hire fails:

• Teams destabilise
  
• Markets lose confidence
  
• Internal succession is disrupted
  
• Founders lose bandwidth — and investors lose faith
  

---

But Here’s What No One Talks About — The Cost of Getting It Right

One Great Hire Can Reshape an Entire Business

In one recent example, a newly appointed commercial leader drove a 5x revenue increase within 24 months — without changing the product, market, or team. What changed? Judgement. Focus. Leadership fit.

High-Impact Hires Create Compounding Value

• Strategic clarity
  
• Organisational alignment
  
• Market confidence
  
• Cultural lift
  
• Talent retention under great leadership
  
• And above all — time back to the Board or Founder
  

how we work

---

Book a Call — And Let’s Talk About Fit

---

We work on a limited number of retained assignments each quarter. If you're hiring into a critical leadership role, and want that decision grounded in structure — not instinct — let's have a conversation.​This isn’t guesswork. It’s leadership selection, refined.

Discovery Call