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The Final 10% of Hiring That Decides Everything
Most executive hires don’t fail in the interview process.
They fail in the final stretch when references, compensation, or onboarding are mishandled.
In this episode, Gerard Miles and Dan Hampton break down the last 10% of the hiring process that determines whether your top candidate signs… or disappears.
Who this episode is for
What You’ll Learn
If you enjoyed this episode, make sure to subscribe, rate, and review it on Apple Podcasts, Spotify, and YouTube.
Mission One: The Executive Edge is brought to you by Mission One. They ensure founders and senior leaders make the most important hires they’ll ever make across consumer tech, AI, gaming, and entertainment.
If you’re building your leadership team or considering your next move to the C-suite, connect with Gerard Miles or Dan Hampton on LinkedIn, or visit missionone.io/contact-us.
FAQs:
1. What is the purpose of referencing in an executive hiring process?
Referencing validates your instincts, confirms the candidate’s real impact and uncovers red (or yellow) flags. It’s a critical final lens before making an offer.
2. What’s the difference between formal and back-channel references?
Formal references are provided by the candidate; back-channel references involve discreet outreach to mutual contacts not on their list. Remember, both must be handled VERY carefully and confidentially.
3. What are common mistakes to avoid when back-channel referencing?
Never contact someone at the candidate’s current employer without their express permission. Mishandling confidentiality can damage trust and completely jeopardize the hire.
4. How should compensation expectations be handled with executive candidates?
Discuss expectations early and understand what they truly value - cash, equity or flexibility. Top-tier talent often commands premium compensation, so be sure to have those conversations.
5. How should an executive offer be delivered?
Always present the offer verbally first, walk through the details clearly and then follow up immediately in writing. Keep the tone neutral and leave room for questions.
6. How can hiring managers support onboarding during long notice periods?
Maintain consistent communication, invite them into team interactions and assign a go-to contact. Early engagement prevents silence and accelerates day-one impact.
Episode Resources:
Mission One: The Executive Edge is handcrafted by our friends over at: fame.so
They fail in the final stretch when references, compensation, or onboarding are mishandled.
In this episode, Gerard Miles and Dan Hampton break down the last 10% of the hiring process that determines whether your top candidate signs… or disappears.
Who this episode is for
- Founders hiring their first senior leader
- CEOs replacing a key executive
- VPs building out leadership teams
What You’ll Learn
- How to conduct back-channel referencing without torpedoing your offer
- Why formal references are only half the story and how to get the full story
- The compensation conversation framework that prevents offer rejection
- How to structure an offer call that doesn't backfire
- The supply-and-demand principle to get executive compensation right
- The pre-start period as your secret weapon for retention
If you enjoyed this episode, make sure to subscribe, rate, and review it on Apple Podcasts, Spotify, and YouTube.
Mission One: The Executive Edge is brought to you by Mission One. They ensure founders and senior leaders make the most important hires they’ll ever make across consumer tech, AI, gaming, and entertainment.
If you’re building your leadership team or considering your next move to the C-suite, connect with Gerard Miles or Dan Hampton on LinkedIn, or visit missionone.io/contact-us.
FAQs:
1. What is the purpose of referencing in an executive hiring process?
Referencing validates your instincts, confirms the candidate’s real impact and uncovers red (or yellow) flags. It’s a critical final lens before making an offer.
2. What’s the difference between formal and back-channel references?
Formal references are provided by the candidate; back-channel references involve discreet outreach to mutual contacts not on their list. Remember, both must be handled VERY carefully and confidentially.
3. What are common mistakes to avoid when back-channel referencing?
Never contact someone at the candidate’s current employer without their express permission. Mishandling confidentiality can damage trust and completely jeopardize the hire.
4. How should compensation expectations be handled with executive candidates?
Discuss expectations early and understand what they truly value - cash, equity or flexibility. Top-tier talent often commands premium compensation, so be sure to have those conversations.
5. How should an executive offer be delivered?
Always present the offer verbally first, walk through the details clearly and then follow up immediately in writing. Keep the tone neutral and leave room for questions.
6. How can hiring managers support onboarding during long notice periods?
Maintain consistent communication, invite them into team interactions and assign a go-to contact. Early engagement prevents silence and accelerates day-one impact.
Episode Resources:
- Gerard Miles on LinkedIn
- Dan Hampton on LinkedIn
- Mission One: The Executive Edge on Apple Podcasts
- Mission One: The Executive Edge on Spotify
- Mission One: The Executive Edge on YouTube
Mission One: The Executive Edge is handcrafted by our friends over at: fame.so
View all episodes
By Mission OneMost executive hires don’t fail in the interview process.
They fail in the final stretch when references, compensation, or onboarding are mishandled.
In this episode, Gerard Miles and Dan Hampton break down the last 10% of the hiring process that determines whether your top candidate signs… or disappears.
Who this episode is for
What You’ll Learn
If you enjoyed this episode, make sure to subscribe, rate, and review it on Apple Podcasts, Spotify, and YouTube.
Mission One: The Executive Edge is brought to you by Mission One. They ensure founders and senior leaders make the most important hires they’ll ever make across consumer tech, AI, gaming, and entertainment.
If you’re building your leadership team or considering your next move to the C-suite, connect with Gerard Miles or Dan Hampton on LinkedIn, or visit missionone.io/contact-us.
FAQs:
1. What is the purpose of referencing in an executive hiring process?
Referencing validates your instincts, confirms the candidate’s real impact and uncovers red (or yellow) flags. It’s a critical final lens before making an offer.
2. What’s the difference between formal and back-channel references?
Formal references are provided by the candidate; back-channel references involve discreet outreach to mutual contacts not on their list. Remember, both must be handled VERY carefully and confidentially.
3. What are common mistakes to avoid when back-channel referencing?
Never contact someone at the candidate’s current employer without their express permission. Mishandling confidentiality can damage trust and completely jeopardize the hire.
4. How should compensation expectations be handled with executive candidates?
Discuss expectations early and understand what they truly value - cash, equity or flexibility. Top-tier talent often commands premium compensation, so be sure to have those conversations.
5. How should an executive offer be delivered?
Always present the offer verbally first, walk through the details clearly and then follow up immediately in writing. Keep the tone neutral and leave room for questions.
6. How can hiring managers support onboarding during long notice periods?
Maintain consistent communication, invite them into team interactions and assign a go-to contact. Early engagement prevents silence and accelerates day-one impact.
Episode Resources:
Mission One: The Executive Edge is handcrafted by our friends over at: fame.so
They fail in the final stretch when references, compensation, or onboarding are mishandled.
In this episode, Gerard Miles and Dan Hampton break down the last 10% of the hiring process that determines whether your top candidate signs… or disappears.
Who this episode is for
- Founders hiring their first senior leader
- CEOs replacing a key executive
- VPs building out leadership teams
What You’ll Learn
- How to conduct back-channel referencing without torpedoing your offer
- Why formal references are only half the story and how to get the full story
- The compensation conversation framework that prevents offer rejection
- How to structure an offer call that doesn't backfire
- The supply-and-demand principle to get executive compensation right
- The pre-start period as your secret weapon for retention
If you enjoyed this episode, make sure to subscribe, rate, and review it on Apple Podcasts, Spotify, and YouTube.
Mission One: The Executive Edge is brought to you by Mission One. They ensure founders and senior leaders make the most important hires they’ll ever make across consumer tech, AI, gaming, and entertainment.
If you’re building your leadership team or considering your next move to the C-suite, connect with Gerard Miles or Dan Hampton on LinkedIn, or visit missionone.io/contact-us.
FAQs:
1. What is the purpose of referencing in an executive hiring process?
Referencing validates your instincts, confirms the candidate’s real impact and uncovers red (or yellow) flags. It’s a critical final lens before making an offer.
2. What’s the difference between formal and back-channel references?
Formal references are provided by the candidate; back-channel references involve discreet outreach to mutual contacts not on their list. Remember, both must be handled VERY carefully and confidentially.
3. What are common mistakes to avoid when back-channel referencing?
Never contact someone at the candidate’s current employer without their express permission. Mishandling confidentiality can damage trust and completely jeopardize the hire.
4. How should compensation expectations be handled with executive candidates?
Discuss expectations early and understand what they truly value - cash, equity or flexibility. Top-tier talent often commands premium compensation, so be sure to have those conversations.
5. How should an executive offer be delivered?
Always present the offer verbally first, walk through the details clearly and then follow up immediately in writing. Keep the tone neutral and leave room for questions.
6. How can hiring managers support onboarding during long notice periods?
Maintain consistent communication, invite them into team interactions and assign a go-to contact. Early engagement prevents silence and accelerates day-one impact.
Episode Resources:
- Gerard Miles on LinkedIn
- Dan Hampton on LinkedIn
- Mission One: The Executive Edge on Apple Podcasts
- Mission One: The Executive Edge on Spotify
- Mission One: The Executive Edge on YouTube
Mission One: The Executive Edge is handcrafted by our friends over at: fame.so