The higher the role, the less success depends on the résumé — and the more it depends on context.

That’s why executive search is better understood as leadership risk architecture, not just talent acquisition.

Selection is one decision. Support, alignment, expectations, and governance discipline determine whether that decision pays off.

Boards that understand this don’t ask search firms to simply “find the best candidate.” They ask harder questions: What risks are we actually taking? Where are we over- or under-calibrating scrutiny? How do we increase the odds of success — for the leader and the organization?

That’s the work that reduces turnover, protects mission, and builds trust.

And it’s the conversation the industry needs to have more openly.