Author Archives: JRG Partners Editorial Staff

Understanding the Fallout and How to Move Forward with Confidence A Chief Marketing Officer (CMO) is one of the most strategically vital hires a company can make. But when the search fails after months of effort, the consequences ripple across the organization. From missed revenue targets to internal frustration, the pressure can be intense. At […]

When Discretion Fails: Understanding the Real Cost of a Leak Few events can shake an organization quite like the premature leak of a confidential executive replacement search. What should have been a controlled, discreet process suddenly turns into an internal crisis—sparking fear, confusion, speculation, and sometimes even resignation. At JRG Partners, we’ve seen the ripple […]

When the Resume Shines but the Reality Doesn’t It’s a scenario we hear all too often: an executive candidate breezes through the interview process, checks every box on the resume, and impresses the entire board. Yet, a few months after onboarding, something feels off. Team chemistry declines. Communication suffers. Strategic progress stalls. What went wrong? […]

Many organizations today recognize the importance of having a diverse senior leadership team—but when it comes time to fill C-suite roles, they often find themselves saying, “We just can’t find qualified diverse candidates.”

It’s the call no board member or CEO wants to make: “We thought we hired a game-changer. But six months in, we’re questioning everything.” This is not a rare scenario. In fact, it’s a familiar—and expensive—mistake: a senior executive dazzles in interviews, wins over stakeholders, and says all the right things. But once in the role, they stall. The energy, clarity, and strategic vision they promised never materialize. Teams disengage. Momentum fades.

You’ve done everything right. The lead CFO candidate aced every interview. Their resume is impressive. Their charisma, clarity, and composure inspired confidence across the board. But then, the back-channel references start coming in—and they tell a different story.

It’s a scenario that frustrates hiring managers and search partners alike: a candidate who breezes through every stage of the process—brilliant resume, strong references, even a flawless panel interview—only to fall flat in the final round with the CEO or the Board.