The standard executive search slate contains three to four candidates. AESC member firms and most retained search practices converge on this number for a reason — and it isn’t the one you’ve been told.
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The standard narrative about fractional executive hiring goes like this: companies that can’t afford a full-time CFO or CMO hire a fractional one instead. It’s a practical workaround: useful, cost-efficient, and something you grow out of once the company reaches a certain size. That narrative is incomplete.
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In our modern world, we are blessed with an abundance of choices. From the variety of toothpaste brands at the grocery store to the vast array of career paths available, options surround us at every turn. However, this abundance of choice has given rise to what psychologists call the "Paradox of Choice."
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A sales team without a leader is like a ship without a captain or a sports team without a coach. When a business loses, or never had, a Fractional Chief Revenue Officer, there’s a clear void that must be filled.
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While there are multiple ways of getting into Sales, the key to a successful career is the joy and happiness you still experience after twenty or thirty years. And that takes the right person and personality. Sales requires grit, resilience, and a thick skin.
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It is the “Paradox of Choice”: while increased choice allows us to seemingly achieve better results, it also leads to greater anxiety, indecision, paralysis, and dissatisfaction.
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While there are multiple ways of getting into Sales, the key to a successful career is the joy and happiness you still experience after twenty or thirty years. And that takes the right person.
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