As Global Head of Research & Leadership Advisory at JRG Partners, I have written this plain-English explainer because the question comes up in nearly every client conversation. Make the business case for an exception, since hiring freezes almost always allow exceptions for critical roles, and a consequential executive hire is exactly the kind of exception freezes are meant to permit. A hiring freeze rarely means no hiring at all; it means no routine hiring without justification. A critical executive role, where the cost of the vacancy exceeds the cost of the hire, is a strong candidate for an exception, made by presenting a clear business case to whoever controls the freeze.
This explainer covers what the term means in practice, why it matters for employers and boards, the distinctions that most often cause confusion, and how the concept shows up in real hiring and governance decisions. It is written for decision-makers who need a clear, accurate working understanding they can act on, not an academic definition.
Key Takeaways
- Hiring freezes almost always allow exceptions for critical roles.
- A consequential executive hire is exactly the kind of exception freezes permit.
- Make a clear business case for the exception.
- Show that the cost of the vacancy exceeds the cost of the hire.
- Present the case to whoever controls the freeze.
Freezes Allow Exceptions
A hiring freeze rarely means an absolute prohibition on all hiring; it almost always allows exceptions for critical roles that justify themselves. The freeze exists to stop routine, discretionary hiring, not to block hires whose absence would harm the business more than the hire costs. A critical executive role, where the vacancy imposes real costs, is precisely the kind of hire an exception is meant to permit. Understanding that the freeze allows exceptions for justified critical roles reframes the question from ‘can I hire?’ to ‘how do I make the case for this exception?’
Make the Business Case
Securing an exception means making a clear business case: why this role is critical, what the cost of leaving it vacant is (lost results, strategic gaps, overloaded leadership, risk), and why the cost of the hire is justified against that. The case should show that the vacancy costs the business more than the hire, which is often true for a critical executive role. A well-made business case, quantifying the cost of the vacancy and the value of the hire, is what persuades whoever controls the freeze to grant the exception. The case, not the request, is what wins the exception.
Present It to the Right Decision-Maker
The business case must go to whoever controls the freeze, typically senior leadership, the CEO, the board, or finance, who can grant exceptions. Understanding who holds that authority and presenting the case to them directly is essential. A strong case presented to the right decision-maker, framed around the business impact of the vacancy versus the hire, is how critical executive hires get made during freezes. The freeze’s exception process, formal or informal, is the path, and making a compelling case to the decision-maker who controls it is how you secure the hire.
How It Works in Practice
In practice, hiring an executive during a freeze means making the business case for an exception: showing that the role is critical, that the cost of the vacancy (lost results, strategic gaps, risk, overloaded leadership) exceeds the cost of the hire, and presenting that case to whoever controls the freeze. You recognize that freezes almost always allow exceptions for justified critical roles, and that a consequential executive hire is exactly such a case. A clear, quantified business case presented to the right decision-maker is what secures the exception and lets you make the critical hire despite the freeze.
Why This Matters for Employers
Assuming a freeze blocks all hiring, and forgoing a critical executive hire, can cost the business more than the hire would, through the vacancy’s impact. Recognizing that freezes allow exceptions for justified critical roles, and making the business case, is what lets a company make the consequential hires it genuinely needs even during a freeze.
Common Misconceptions
The misconception is that a hiring freeze means no hiring, full stop. Freezes almost always allow exceptions for critical roles that justify themselves; the freeze targets routine, discretionary hiring, not hires whose absence harms the business more than the hire costs. A critical executive hire is exactly the kind of exception a freeze permits.
A Practical Example
A company assumes its hiring freeze blocks a critical CFO hire and leaves the role vacant, at real cost to its finances and fundraising. Another company, facing the same freeze, makes the business case that the CFO vacancy costs more than the hire, presents it to the CEO who controls the freeze, and secures an exception. Recognizing that the freeze allowed exceptions, and making the case, got the critical hire made.
The Bottom Line
Hire an executive during a hiring freeze by making the business case for an exception, showing that the role is critical and the cost of the vacancy exceeds the cost of the hire, and presenting it to whoever controls the freeze, because freezes almost always permit exceptions for exactly this kind of critical role.
Related Resources
For employers going deeper, see How to Run a Two-Week Executive Search Sprint When Speed Is Everything, Scenario Planning for Leadership, The Executive Hiring Process.
Frequently Asked Questions
- Q: How do I hire an executive during a hiring freeze?
- A: Make the business case for an exception, showing the role is critical and the cost of the vacancy exceeds the cost of the hire, presented to whoever controls the freeze.
- Q: Does a hiring freeze block all hiring?
- A: Rarely; freezes almost always allow exceptions for critical roles that justify themselves, targeting routine hiring rather than hires whose absence harms the business.
- Q: What makes the business case for an exception?
- A: Showing why the role is critical, what the vacancy costs, lost results, strategic gaps, risk, and that this exceeds the cost of the hire.
- Q: Who grants the exception?
- A: Whoever controls the freeze, typically senior leadership, the CEO, the board, or finance, so present the case directly to that decision-maker.
- Q: Is an executive hire a good exception candidate?
- A: Yes; a consequential executive role, where the vacancy imposes real costs, is exactly the kind of critical hire an exception is meant to permit.
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Tanya Gallardo
Managing Director, Executive Search & AI Talent Strategy
Tanya Gallardo is the Managing Director of Executive Search & AI Talent Strategy at JRG Partners, leading C-suite and Board engagements across key growth sectors including Technology, Financial Services, and Manufacturing.
With over 18 years of experience specializing in disruptive technology leadership, Tanya is recognized as a leading authority on talent architecture for future-focused executive roles, such as the Chief AI Officer (CAIO) and Chief Digital Officer (CDO). Her expertise lies in accurately assessing the cultural fit and technical depth required to ensure a high return on investment (ROI) for critical leadership appointments.
Prior to her role at JRG Partners, Tanya held senior roles directing global talent acquisition strategies at a major publicly-traded technology firm, advising on organizational design and succession planning for emerging executive functions. She is a recognized speaker and contributor to industry events, sharing data-driven insights on executive compensation, leadership development, and the measurable business impact of C-suite talent.
