Traditional approaches to hiring and executive search lead to a sub 50% success rate of hiring people who actually produce A-player results.

Lots of candidates look the part. Or talk a good game. Especially in the marketing, sales, business development, services, and product roles. M2 Executives bring the experience, relationships, and science required to deliver great candidates and fix the mis-hire problem.

Experienced operating executives conduct our searches (not just oversee them)

This experience enables us to do a better job of defining positions and their Success Profiles, sourcing and engaging candidates, deeply assessing their fit, and effectively coaching them on making the big move.

With our specialization, we have developed a large network of A player relationships in digital health growth roles (our Candidate Network).

We build this network through use of our proprietary Success Profile concept, benchmarking algorithms, and a broad set of industry contacts. This network of relationships typically provides about half the candidates in any search (with other half based on research specific to the search).

We base our approach on the science of our proprietary Success Profile concept.

Our Success Profile is based on the five best predictors of success in a new role:

Our approach is subtly but profoundly different from typical approaches. We believe these differences result in superior search outcomes.

  • A senior operating executive conducts all phases of the search process. Every aspect of the search is too important to delegate to junior staff (managed by over committed partners).

  • Because we are highly specialized, we have developed a large network of A-player relationships in digital health growth roles (our Star Network).

  • We use our experience to clearly specify the role, beginning with defining the targeted business outcomes that will define A-player performance.

  • We benchmark the profiles of people in similar roles at admired companies and competitors to provide market insight to inform all subsequent steps in the process.

  • Through out Success Profile, we define the search and evaluation criteria that then drive all aspects of both the candidate sourcing and interviewing processes.

  • We use these evaluation criteria to intensely focus on the right candidate sources, not just the convenient ones, including both our known networks and candidate search tools.

  • We drive high levels of candidate engagement by presenting opportunities to candidates in a way that directly and personally connects to their aspirations.

  • We bring Topgrading to the interview process. Topgrading is a highly developed assessment methodology that induces candidate candor and focuses on the factors that best predict future performance.

  • We do reference checking the right way. We do not rely on casual back channeling or candidate cherry picked references.

  • We optimize our client’s time by forwarding only candidates that meet the evaluation criteria, participating in select interviews to further understand client perspectives, and providing interview input/coaching if needed.

  • To create additional process efficiencies, we use select technologies including Topgrading (candidate assessment), candidate video previews, and automated candidate reference checking.

Ready to add the next star performer to your team?
We would love to chat!