Executive search isn’t just recruitment at a higher salary band. It’s a specialised, high-stakes process that sits at the intersection of talent strategy, commercial foresight, and brand protection. When you’re searching for leadership talent, particularly in nuanced industries like drinks, luxury goods, or hospitality, the risks and rewards couldn’t be greater. And yet, many businesses still entrust this process to generalist firms who may lack the industry depth needed to get it right.
So, what really goes on behind the scenes in executive search? What are the pitfalls to avoid? And why is using an industry expert not just preferable, but essential?
Hiring at executive level isn’t just about finding someone with the right CV, it’s about alignment. Cultural alignment. Strategic alignment. Market credibility. The stakes are high because senior hires impact not just your business outcomes, but also your investor confidence, team morale, and brand reputation.
Here’s what a good exec search involves:
A failed executive hire can cost hundreds of thousands in salary, severance, lost momentum, and reputational damage.
Even worse, a mismatched hire in a leadership role can:
And unlike more junior roles, the cost of replacing a senior leader isn’t just financial, it’s strategic. You lose time, trust, and often, market opportunities.
Generalist exec search firms may be excellent recruiters, but without a strong grasp of the nuances of your industry, they often miss the mark.
An industry outsider might:
One of the biggest advantages of using an industry specialist is access to passive candidates, the high-performing, high-potential leaders who aren’t actively job hunting, but will take a call from someone they trust.
A generalist recruiter may struggle to get their attention. But a recruiter with a strong industry reputation? That’s different.
They’ve likely placed them, or their peers, before.
They understand their motivations and what kind of opportunity would make them move.
They won’t waste their time pitching the wrong roles, and candidates know it.
They act more like a career partner than a sales agent, which earns long-term trust.
That credibility opens doors generalists simply can’t. And when you need talent that doesn’t reply to job ads, that network is invaluable.
An executive search partner embedded in your sector will:
In short, they’ll save you time, protect your reputation, and give you a better shot at hiring not just a great candidate, but the right one.
Executive search is too important to get wrong, and too nuanced to outsource to someone who doesn’t live and breathe your industry. In times of growth, transition, or turnaround, the right senior hire can change everything. But only if they’re found by someone who truly understands what’s at stake.
If you’re hiring at leadership level in the drinks industry, or considering your next senior move work with someone who knows the terrain. It’s not just about finding talent. It’s about securing your future.
