A Bishop Perspective on Getting It Right
Appointing a new executive or director isn’t just about filling a gap. It’s about shaping the future of your organisation. At Bishop, we know that every leadership hire carries weight – and the ripples can be felt for years. That’s why we take executive recruitment seriously (but never soullessly). It’s a careful, collaborative, human-centred process. We think that’s what sets us apart.
Let’s take you behind the scenes of how executive recruitment works, what to expect and why partnering with the right search firm can make all the difference.
What is Executive Recruitment?
‘Executive Recruitment’ – also known as ‘Executive Search’ – is the process of identifying, attracting and appointing senior leaders: CEOs, CFOs, General Managers, Board Directors and other senior team members tasked with steering the ship.
It’s not about CV’s on file. It’s about curiosity, chemistry and culture. The aim? To find someone who doesn’t just fit the brief but lifts the business by their presence.
Not just about advertising.
The Process (Spoiler: It’s Not Just Advertising and Hoping For The Best)
Great executive search is part science, part art, and part good old-fashioned listening. Here’s how we break it down:
1. Clarifying the Need
We start by understanding why the role exists. What’s going on in your organisation? What’s changing? Who will this leader be working alongside and how do they need to show up?
We work with you to clarify the strategic context, shape the role and co-design a compelling story to take to market. We don’t do cookie-cutter recruitment. Each brief is unique because each organisation is.
We’ll also help with:
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Position descriptions and candidate briefing documents
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Remuneration benchmarking
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Role scope and expectations
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Deciding who needs to be involved (and when)
2. Search Strategy and Market Mapping
We go beyond the job ad. In fact, we often don’t rely on it at all.
We dig deep into our networks, reach out to passive candidates who aren’t looking but might just listen, and use targeted messaging that speaks to the motivations of senior leaders. Our research team backs this up with tools and insight, making sure we find the people who match on paper and in personality.
Sometimes the best candidates aren’t the loudest. We know how to find them anyway.
3. Candidate Care and Screening
Senior leaders aren’t just applying for jobs, they’re considering major life decisions. We treat them with the respect and care they deserve, first identifying target candidates through research and market intelligence.
We hold early exploratory conversations to understand who they are, what drives them, motivational fit, values and whether they’re genuinely aligned with the role. We look for depth, not polish. And we keep you informed throughout so you’re not left guessing.
4. Interviews That Go Beyond the CV
Once we’ve shortlisted candidates, we facilitate robust behavioural interviews, often panel-based, with questions linked to the role’s real demands. We help you structure interviews, eliminate bias and focus on the attributes that matter most.
We often incorporate:
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Leadership assessments (Genos EI, Podium, Belbin, GeneSys, etc.)
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Work style and motivation insights
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Psychometric profiling and reference frameworks
Our goal? To create a 360° view of each candidate, not just what they’ve done, but how they think and what they’ll bring. We even point out potential risks and factors that should be taken into consideration – it’s not about ‘selling’ the candidates in to the role.
5. Decision Support and Offer Stage
This part can be tricky. People are weighing options, considering counter-offers and trying to picture themselves in your culture. We act as a sounding board, confidante, guide and mediator, helping both sides navigate the offer stage with honesty, clarity and integrity.
We’ll also help test motivational fit, what the candidate wants from their next chapter and how that might align with your strategic needs.
6. Onboarding and Success Planning
Getting someone in the door is just the start. We’re big believers in first 90-day plans, clarity of expectations and structured onboarding that sets people up to succeed.
We also check in. We care about how appointments bed in. Because if it matters to you, it matters to us.
Common Pitfalls (and How We Help Avoid Them)
We’ve seen a few patterns over the years. Here are some watch-outs:
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Rushing the brief – Taking shortcuts early usually leads to regrets later. Whilst we move at pace, we are considered and slow things down enough to get clarity before moving into the market with agility.
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Over-valuing familiarity – Just because someone looks like the last great leader doesn’t mean they’re right for what’s next. We help you stay future-focused.
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Ignoring internal candidates – We’ll always ask: is there someone in your team with potential? And if not, why not? What will you do next time to create succession?
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Forgetting about cultural fit – We assess for alignment as well as capability. Values alignment is essential.
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Making an offer and hoping for the best – We support both sides through the offer and counter-offer stage with full transparency ensuring the best outcome for all.
Why Choose Bishop?
We’re a small firm by design. That means every search we take on gets senior-level attention – from first meeting to final appointment. We don’t hide behind slick marketing or inflated promises.
We:
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We endeavor to listen more than we talk
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Represent your story and brand with care
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Provide honest, human feedback to all parties
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Keep people warm (even if they’re not selected)
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Work with kindness, collaboration and quality at the heart of everything
We’ve spent years building long-term relationships, not just with our clients but with the leaders we place. Many become clients themselves. That’s how you know it works.
Let’s Talk
If you’re considering a new executive appointment, we’d love to have a chat. No obligation, no pressure, just a conversation about what you need and how we might help.
Visit bishopassociates.co.nz or call us for a confidential kōrero.