Why Recruiting Structure Matters — Even When You Need to Move Fast

Why Recruiting Structure Matters — Even When You Need to Move Fast

By Patty Sipes, Managing Director, Alder Brooks

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I hear this question all the time:

“Have you already identified candidates who would be a good fit for us?”

The honest answer—most of the time—is no.

And that’s not a weakness in the process. It’s what makes the process work.

We live in a world where information feels instantly accessible. Answers are expected quickly—often before enough context exists to support them. That expectation shows up in executive recruiting more than people realize.

It mirrors what happens inside organizations when a problem is flagged.

Someone raises their hand and says, “We have an issue.”
Almost immediately, someone else wants to know who caused it and how it will be fixed—before the facts have been gathered.

Executive search works the same way.

I may know your company.
I may think I understand what you want in a leader.

But until the right questions are asked, I only think I know—and that assumption is where searches lose momentum.

Structure Is What Prevents Misfires

Before any search begins, we put a clear agreement in place so scope, expectations, and decision-making guidelines are aligned from the start.

That structure doesn’t slow things down—it allows the work to move efficiently, without rework or confusion later.

Next comes the search launch call—the most important part of the entire process.

That conversation almost always surfaces critical information that hasn’t been fully articulated before:

• What’s worked (and hasn’t) in past hires
• Unspoken constraints or sensitivities
• Internal dynamics that affect leadership success
• How this role truly creates value in the organization

Often, a single detail shared during that call completely changes how the search should be approached.

Only then can I say—confidently—“Now I understand exactly what you’re looking for.”

Speed Comes From Clarity, Not Assumptions

Without that foundation, everyone operates on assumptions.
And assumptions don’t accelerate executive search—they create misalignment, wasted effort, and costly mis-hires.

A strong recruiting process isn’t about slowing down.

It’s about creating enough clarity upfront so the search can move forward decisively.

When structure is in place, speed follows naturally.

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