Why is it so difficult to find good executive profiles?

Finding a good executive is, today, one of the greatest challenges companies face. It’s not just about filling a vacancy, but about bringing in someone capable of leading teams, driving results, and sustaining the company’s culture.

However, many companies discover—sometimes after months of searching—that it’s not that simple. Long processes, candidates who withdraw, hires that don’t work out, or executives who don’t fit are all signs of a deeper issue: a selection strategy that’s not aligned with today’s executive talent reality.

At Adlanter, we see it every day as we support companies in their search for executive and middle management profiles. That’s why we’ve identified the five most common causes that explain why finding good executive profiles is so difficult—and, most importantly, how to avoid them—together with our expert Carles Bonastre, Talent Director at Adlanter.

 

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1. Not clearly defining what the company truly needs

This is the most common mistake. Many companies begin the search with a generic job description or one inherited from a previous organizational chart. The result: candidates who meet the technical requirements but not the strategic ones.

A Chief Financial Officer, for example, might be excellent at managing consolidated structures… but not necessarily the right profile if the company is in a phase of growth or international expansion.

👉 How to avoid it: before starting the process, ask yourself key questions:

• What goals should this person achieve in the next 12–24 months?
• What type of leadership does my team need right now?
• What changes is the company going through, and what role will this person play?

“It’s not about filling a vacancy, but about finding the person who can lead the next step of the business.”

The clearer the vision, the more accurate the search process will be—and the stronger the integration.

2. Focusing only on experience… and overlooking vision

In executive selection, experience is still overvalued. Companies often look for a “flawless track record,” but neglect adaptability, learning capacity, and strategic thinking.

Today’s fast-changing, tech-driven, and competitive environment demands executives with vision—not just a solid résumé. A leader who only focuses on quarterly results can hinder innovation, digital transformation, or the attraction of young talent.

👉 How to avoid it: during the process, evaluate the candidate’s mindset. Observe how they talk about the future, handle uncertainty, and the role learning plays in their career.

The leadership of the future is not measured in years of experience, but in the ability to anticipate, listen, and evolve.

3. Overly long or slow selection processes

Executive profiles don’t usually wait. They are in high demand and often engaged in multiple recruitment processes. Companies that take too long to make decisions or that improvise along the way face a clear risk: losing the ideal candidate due to lack of agility.

In some cases, the delay stems from internal misalignment; in others, from bureaucracy or the belief that “there’s time.” But in today’s market, speed also communicates professionalism and commitment.

👉 How to avoid it:

• Design a process timeline before starting.
• Define who will participate in each stage and under what criteria.
• Provide feedback to candidates quickly and transparently.

A well-managed process not only attracts better talent but also strengthens the company’s reputation as an employer.

4. Ignoring cultural fit

Another common mistake is focusing only on technical skills or leadership style, without assessing cultural alignment. An excellent profile can fail if they don’t share the company’s way of making decisions, communicating, or recognizing achievement.

👉 How to avoid it:

• Include value-based assessments, situational interviews, or even sessions with the team they’ll work with directly.
• Analyze how the candidate has handled cultural challenges in previous roles or how they adapt to different environments.

“Cultural fit” doesn’t mean looking for clones—it means finding leaders who add value without breaking team coherence.

A strong cultural fit amplifies the positive impact of an executive hire.

5. Not relying on specialists

Executive selection can’t be approached as a standard process. It requires confidentiality, deep market analysis, a strong network, and a strategic focus.

Many companies try to handle the search internally but end up spending months on stalled processes or receiving misaligned applications.

👉 How to avoid it: partnering with executive selection experts makes the difference. At Adlanter, we support companies from profile definition to final onboarding, using a methodology based on:

• Competency and value-based evaluation.
• Sector-specific market analysis.
• A trusted professional network.
• Post-hire follow-up.

Our goal is clear: every hire should be a strategic decision, not an experiment.

Beyond the causes: the challenge of new leadership

Today’s business environment demands a new kind of executive: more human, agile, and transformation-oriented. It’s no longer enough to just lead; leaders must inspire, connect, and build trust in constantly changing environments.

How we can help

At Adlanter, we help companies identify, attract, and select executive, middle management, and technical profiles with the focus and confidentiality this level of responsibility requires.

Our methodology combines experience, analysis, and market knowledge, enabling each client to make decisions based on data and strategic vision. We support every step of the process—from defining the profile to integrating the new leader within the organization.

📩 Is your company looking for a key profile?

Contact us. We can help you find the professional who will lead your company’s next phase of growth.