If there’s one factor that consistently makes leadership hiring more complex, it’s a rigid or premature brief. Too often, by the time a hiring team is engaged, the role spec is already “set in stone”, signed off without proper stakeholder alignment or market validation. It’s little surprise that many searches need to be re-scoped or take longer than expected.

Start with the right people at the table

Strong briefs are co-created, not dictated. The most effective hiring organisations bring together:

• HR and talent acquisition leaders.
• Hiring managers and business-line stakeholders.
• Succession planning owners and DEI leads.

Together, these voices explore what’s essential vs. what’s aspirational, challenge assumptions, and ensure clarity from the outset.

Catch-up on our latest LinkedIn session “Why is one in five leadership hires failing?”

Blend internal succession and market insight

World-class briefs consider both:

• Successor maps – Where does internal leadership depth currently stand?
• External data – What does the live talent market look like?

This dual view brings essential context, especially for hybrid or newly created roles, and can avoid unrealistic expectations that slow down hiring progress.

Stress-test the brief using data

Using live talent mapping, Savannah helps clients validate and refine briefs by answering questions such as:

• If we require “X”, how many viable candidates remain?
• What trade-offs would unlock broader options?
• Where can we proactively improve diversity?

This evidence-based approach not only sharpens focus, it also prevents late-stage pivots and helps stakeholders build consensus earlier.

Watch for front-runner bias

One common pitfall is candidate fixation: falling in love with a profile too early in the process. Calibration workshops allow hiring teams to test preferences against real anonymised profiles, balancing aspiration with market viability before shortlists are built.

A proven framework for better briefs

Here’s how Savannah typically supports clients in building future-fit leadership briefs:

1. Pre-work – Review internal succession data and business strategy goals.
2. Data session – Share external market analysis and talent pool trends.
3. Calibration – Present anonymised candidate profiles for comparison.
4. Consensus – Align stakeholders on a realistic and flexible brief.

According to Bain & Company, stronger alignment on hiring objectives can improve leadership retention by up to 35%. For Savannah, the message is clear: a well-crafted brief doesn’t just guide the search, it lays the foundation for long-term success.

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