A four-location garden centers that I advise set out to hire a new marketing team member.
Like many growing organizations, they weren't simply looking to fill a position. They wanted to make sure they were investing in the right role for where the business is headed over the next several years.
Before a job description was ever written, we spent time discussing the bigger picture.
What problem are we solving?
What does success look like?
What responsibilities belong in this role?
How does this position support the long-term vision of the company?
Once we had clarity, the leadership team built the position, refined the job description, and promoted the opportunity both internally and across social media.
The response was incredible.
More than 90 candidates applied.
From there, the team worked through a structured process to identify the strongest applicants, eventually narrowing the field to a shortlist of exceptional candidates.
At that point, the process was already a success.
But something unexpected happened along the way.
An existing team member expressed interest in the role.
As conversations unfolded, the leadership team gained a deeper understanding of her background, experience, and professional interests. While the position itself wasn't the right fit, those discussions uncovered an opportunity that might have otherwise gone unnoticed.
Together, they identified a strategic project that aligned perfectly with her experience and strengths.
The result was immediate.
The organization gained access to additional leadership capacity and expertise.
The employee gained an opportunity to contribute in a way that was both meaningful and energizing.
And the project finally had an owner.
Meanwhile, the hiring process continued, ultimately leading to the selection of an outstanding candidate for the original position.
In the end, the organization achieved something every leadership team hopes for.
They hired the right person for the role.
And they created a new opportunity for an existing team member to make an even greater impact.
Two wins from one hiring process.
That's one of the reasons I enjoy executive advising.
What appears on the surface to be a hiring challenge is often something much bigger.
The best leadership teams don't view hiring as a transaction.
They view it as an opportunity to clarify strategy, develop people, and strengthen the organization for the future.
Sometimes the greatest value isn't found in the candidate you hire.
It's found in the conversations you have along the way.
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