During former CEO Lew Frankfort’s tenure at Coach, he emphasized that the leadership team needed to be “investment-grade,” comprising seasoned professionals with diverse experiences, especially those who could grow brands through adversity. The goal was to build a collaborative team with domain expertise that complemented the CEO’s knowledge and aligned with Coach’s culture. Past hiring mistakes motivated the refinement of a more interactive and thorough interviewing process to better assess candidates’ full potential beyond technical skills, focusing on values and capabilities essential for success and growth within the company. Effective senior leadership hiring requires a deep understanding of candidates beyond their resumes. The result was immersive interviewing, a three-phased technique focused on evaluating both values and capabilities to ensure candidates fit the company culture and possessed the skills needed to thrive
Author: Lew Frankfort
Source: Harvard Business Review
Subjects: Hiring, Human Resources
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