CEO & CFO Search 2027: 12 questions that must be answered before a search begins.

The quality of a C-level appointment is often decided before the first candidate is approached. An unclear brief produces an unclear market, unnecessary loops and, in the end, a seemingly large choice but no robust decision.

The 12 board questions

1. Which business problem should the new executive solve in the first 18 months?
2. Which three results must be visible after 12 months?
3. Which phase follows for the company: growth, transformation, restructuring, internationalisation or exit?
4. Which types of experience are essential – and which are merely habits of the previous role profile?
5. Which decisions can the role actually make on its own?
6. Which stakeholders could block the appointment later if they are not involved today?
7. Is there an internal option that is assessed against the same criteria as external candidates?
8. How large is the realistic target market – geographically, sectorally and culturally?
9. Which compensation is appropriate for exactly this task, not just for the title?
10. Which risks would we consciously accept in a candidate – and which not?
11. How quickly can the decision-making body really decide?
12. What is plan B if the preferred person has a six-month notice period?

The most important consequence

Executive search is not a procurement process for CVs. It is the structured reduction of an business decision risk. The clearer the future mandate, the more precisely the target market, approach and selection can be designed.

If a CEO, CFO or managing director appointment is imminent, the briefing can also serve as the basis for a confidential role-clarification conversation.