Episode 35
In this episode of our four-part mini series on hiring the right senior leaders, Mino Vlachos, Managing Director and Co-Founder of The 3Peak Group, reconnects with Shruti Chaudhary, a global recruitment leader at Avomind, to explore one of the most underrated drivers of hiring success: role clarity.
From the inside of mid-sized organizations and the outside view of global executive recruiting, Mino and Shruti unpack why unclear roles create chaos, why “unicorn hires” almost always backfire, and how expectations shape the entire hiring pipeline—from candidate experience to long-term retention.
Through vivid analogies (including a memorable one about children’s football games), they discuss how organizations drift into heroics, overcompensation, and system breakdown—and what CEOs can do to build roles that are functional, sustainable, and scalable.
If you’ve ever tried to fill a role that secretly contains 16 jobs, struggled to align internal stakeholders, or wondered why a Chief of Staff role keeps becoming a black hole for responsibilities, this episode offers both clarity and practical guidance.
Clear expectations dramatically improve hiring speed, reduce candidate drop-off, and support healthy onboarding.
When expectations are vague, misaligned, or contradictory, organizations see stalled searches, unhappy candidates, brand damage, and fast turnover.
Mino breaks down how organizations slide into systemic compensation: one person covering five roles, teams bending reality, and companies masking structural gaps.
If you’re backfilling a hero, you’re not hiring a role—you’re recreating dysfunction.
Startups and even corporates often operate like children chasing a soccer ball—everyone runs toward whatever problem appeared last.
Mature systems look more like professional teams: defined positions, maintained structure, and coordinated performance.
Shruti names the top two unicorn roles she sees globally:
Chief of Staff (the ultimate catch-all)
Operations leaders (every company defines the job differently)
These roles often hide organizational chaos, unclear KPIs, and missing org design.
AI-generated job descriptions remove nuance—real clarity comes only from real human thinking.
Misalignment between founders, chiefs of staff, and department leads shows up immediately in recruiting conversations.
If internal communication is messy, the hiring pipeline will be too.
Founders and CEOs: Spend time understanding the actual role before delegating the JD to HR or AI. Think like a system architect, not a firefighter.
Hiring Managers & Recruiters: Ask unapologetically direct questions. Get crystal clear about KPIs, stakeholders, and what the role must look like in 6–12 months.
Internal Talent Teams: When leaders won’t align, facilitate the conversation—don’t skip it. Lack of alignment guarantees downstream problems.
Shruti:
Published on 8 hours ago
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