Recruitment for leadership and high-impact roles is not exactly broken, but it is suboptimal. Not because anyone’s doing their job badly; but because the standard process is built for volume, and applied to hires where volume doesn’t help.
We apply Jobs-to-be-Done thinking to what high performers actually weigh when considering a move. We rebuild the job description around what the role offers, not what it requires. And we find the candidate for whom the role is a real step forward; not a lateral move dressed up.
The result: hires who stay, perform, and move the business forward.