Hiring the Right Executive vs the Best Executive
June 17, 2025 – In today’s dynamic business environment, leadership success is not solely defined by accolades or pedigree, but by fit, adaptability, and alignment with organizational values. Companies increasingly recognize that choosing an executive who understands and complements their unique culture, structure, and goals often yields far better results than opting for the most high-profile candidate on paper. This shift in mindset is critical to building resilient leadership and ensuring long-term organizational success.
When hiring for a leadership role, companies often make the mistake of focusing on hiring the best executive rather than the right executive, according to a recent report from The Bedford Group. “While the distinction may seem subtle, it can mean the difference between long-term success and an expensive mis-hire,” the report said.
The best executive is often seen as the candidate with the most impressive resume – attended “the right schools” top-tier experience with Fortune 500 companies, a track record of success, and industry recognition. However, these factors alone do not guarantee success within a specific organization. A highly accomplished leader in one environment may struggle in another if their leadership style, values, or strategic vision does not align with the company’s needs, or if the new organization lacks the financial resources, infrastructure, or management team they have been accustomed to.
On the other hand, the right executive is someone who not only possesses the necessary skills and experience but also fits seamlessly into the organization’s culture and resources and understands its challenges and can effectively lead within its unique structure. The right leader is aligned with the company’s long-term vision, able to inspire teams, and adapt to its evolving needs.
To ensure they hire the right executive, companies should work with executive search firms, utilize psychometric assessments, business case evaluations, and leadership simulations to assess candidates beyond just their résumés. Detailed reference checking must be administered. Additionally, a well-structured onboarding process which includes executive coaching ensures a successful transition and long-term impact.
Leaders that Can Thrive
Ultimately, a company’s success depends not on hiring the most decorated leader, but on selecting one who can thrive within its ecosystem—driving performance, fostering culture, respect what has made the organization successful and lead the organization into the future. By investing in a diligent hiring process, organizations can significantly improve executive hiring outcomes and drive sustainable business success.
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The Bedford Consulting Group, led by co-founders and brothers Steven Pezim and Howard Pezim, is a privately held executive search and talent advisory firm. Its services span the spectrum of talent management, including leadership assessment, coaching and development, and compensation advisory, as well as executive, managerial and senior technical recruitment. Established in 1979, the Bedford Group has three offices in Canada: Toronto, Oakville (Ontario), and Vancouver, all of which consult with clients throughout North America and globally.
The Culture Edge: Driving Enterprise Performance
As businesses navigate constant change, the influence of corporate culture on organizational success is unmistakable. Companies are increasingly aware that a vibrant, adaptable culture is more than a “nice-to-have”—it’s a critical driver of employee engagement, retention, and overall performance. Recent findings reveal that 89 percent of highly engaged employees recognize their organization’s culture as a positive force, underscoring the powerful connection between cultural strength and business impact.
On June 18, 2025, Hunt Scanlon Media will unite hundreds of leading culture officers, CHROs, senior talent executives, and executive recruiters to examine how cutting-edge cultural initiatives can address today’s unique challenges. Attendees will delve into the latest strategies, from empowering adaptable teams and leveraging cultural analytics to aligning cultural values with organizational goals.
Steven Pezim is managing partner. For the past 25 years, he has managed executive search assignments for a broad range of Canadian and international clients from early-stage companies to global Fortune 1000s. His sectors of specialization include technology/media/telecommunications, retail, consumer hard goods/soft goods, financial services, and real estate. In addition to his role with Bedford, he serves as chairman of the Americas for Transearch International, a top 10 global executive search organization operating worldwide. He is based in Bedford Consulting Group’s Toronto office.
Howard Pezim is the firm’s managing director. His particular areas of specialization include retail, consumer products, financial services and life sciences. Prior to founding the Bedford Group, Mr. Pezim managed a recruiting firm in the Toronto area. His current customer base includes a composite of multinational and privately held organizations; he has completed a broad range of C-level assignments for those clients.
Related: From Search to Strategy: Redefining Talent Through Intelligence
Contributed by Scott A. Scanlon, Editor-in-Chief and Dale M. Zupsansky, Executive Editor – Hunt Scanlon Media
