Posted on by Jon Strickler

Chief Executive Wanted

I sometimes wonder how we might post for hiring a CEO:

Tired of sleep and sanity? Thrive on long hours, impossible decisions, and worrying about cash flow? You’ll set vision (and take blame), build culture (or hear about it in exit interviews), organize brilliant people who question your intelligence, and schmooze everyone. Apply today!

Or, what might it look like if chief executives were to write their own job postings? This is useful if you’re actually looking for someone else to take the job, and it helps to create more understanding and focus in your role. Thinking about your ideal replacement helps you reflect more deeply about where you should focus your attention. Let’s look at the key components of a job description and what to consider if you were hiring for the top job at your business.

I asked AI for the components of a typical job listing used to attract the right candidates to apply and succeed in a role. Let’s break down the essential elements it suggests (in bold) and see how you might list your job as chief executive.

Job Title: Use an industry-standard title that accurately reflects the role. Avoid internal jargon or overly creative titles that might confuse applicants or hinder searchability.

I use the term ‘Chief Executive’ to mean the ultimate leader of a business who is responsible for ensuring the business’s long-term success. The title is important mostly because it sets an expectation when dealing with customers, partners, employees, and other stakeholders. Pick a title that feels right for you while communicating that you have final authority and can carry out responsibilities within your scope. Common titles and their variation in meaning are:

Chief Executive Officer (CEO), Owner (common in private companies; my favorite for job and mindset description), President (sometimes refers to a oversight role), Executive Director (often in nonprofits), Founder (often paired with CEO in startups), Chief Executive (without “Officer” common in public sector or NGOs), Managing Director (common in some international markets), General Manager (often within a division of a larger company), Managing Member or Managing Partner (typical in LLC’s, partnerships, private equity, or professional services)

You can play with more creative titles like Chief Visionary Officer, Head of Company, or playful terms to reflect your culture, but the closer to ‘CEO’ or ‘Owner’, the clearer it is to outsiders.

Company Overview/Introduction: Provide a concise summary of your company, its mission, values, and what makes it a great place to work. Briefly touch on your company culture to give candidates a feel for the work environment. Mention any significant achievements or recognition.

This is the place to incorporate the elevator pitch of your mission, vision, and values into the job description. Where have you come from and where are you going. What are the few key goals that define future success.

Putting it together, this section might read: [Company Name] is seeking a dynamic Chief Executive Officer (CEO) to inspire and lead a growing [B2B SaaS company]. We are a rapidly growing company with [a 5-year history of innovation and a recent Series B funding round]. Our mission is to [revolutionize how small businesses manage inventory]. We pride ourselves on a [collaborative, innovative, customer-centric] culture where every team member’s contribution directly impacts our success. Join us as we [scale our impact, grow to cashflow positive, and reach new markets.]

Job Summary/Purpose: A short paragraph (2-4 sentences) that provides a snapshot of the role’s main purpose, its contribution to the company, and who it reports to. This should entice the candidate to read more.

It’s helpful to think realistically about where the business is and aspirationally about where it is going. Does the business currently need a specific style or type of leadership (Authoritative, Consultative, Consensus building, Empowering, Analytical, Inspirational, etc.) Consider the reasons a new CEO might be brought in to add urgency and focus to your job description (things like: Guide the next phase of growth, Scale operations, Guide a new strategy, Lead a financial turnaround, Ensure smooth succession, Navigate a crisis, Improve reputation, etc.)

This section might read: We are seeking an entrepreneurial and hands-on Chief Executive Officer (CEO). This role is responsible for driving sustainable growth, optimizing performance, fostering a high-impact culture, building relationships, and ensuring the long-term success of the company. This role requires a leader who can build consensus while driving top-line revenue and bottom-line profitability. The ideal candidate will value trust and develop leaders while being adept at navigating the challenges and opportunities of expanding markets for new and existing products. The CEO reports to the Board of Directors.

Key Responsibilities/Duties: Action-Oriented Bullet Points that list the primary tasks and duties the employee will perform regularly. Focus on outcomes and impact. Start with the most important and frequent responsibilities. Aim for 5-7 clear bullet points, avoiding an exhaustive list.

I’ve written before about What Chief Executives Do; the main categories are: 1. Set and Communicate Vision, 2. Create a High Performing Culture, 3. Build Key Relationships, 4. Ensure Great Execution, 5. Ensure Longevity, and 6. Scale Yourself (also see qualifications section). Start with these expressed in ways you believe best describe their application in your business. Add one or two key objectives that are needed in the medium term. This section might read:

  • Develop, communicate, and execute the overarching business strategy, vision, and growth objectives in alignment with market opportunities.
  • Lead and mentor a diverse team, cultivating a positive, results-oriented culture that attracts, retains, and develops top talent.
  • Serve as the primary public face of the company, representing its values and mission to internal and external audiences.
  • Oversee day-to-day operations, aligning resources, identifying and implementing efficiencies, and ensuring high standards of quality and customer satisfaction.
  • Manage P&L responsibility, overseeing all financial operations, budgeting, forecasting, and risk management to ensure profitability and fiscal health.
  • Identify new market opportunities and develop strategic partnerships to expand reach and product/service offerings.
  • Scale and grow themselves and other leaders who can expand the business to new markets and [over $XXM in revenues].

Qualifications (Must-Haves and Nice-to-Haves): Clearly state the absolute minimum skills, education, experience, and certifications candidates must possess to be considered. Separate ‘nice to haves’ from the required qualifications. Be as specific as possible. Avoid making this list too long, as it can deter qualified candidates.

This section gives pause. Normally, this is where we list desired education level, relevant experience, industry knowledge, and record of success. Things like:

  • Bachelor’s degree in Business Administration, Finance, Marketing, or related field with MBA or other relevant advanced degree preferred.
  • 10+ years of progressive leadership experience, with at least 3 years in a senior executive role with a revenue range of $[X]M – $[Y]M).
  • Proven ability to build, lead, and motivate high-performing teams in a rapidly evolving environment.
  • Prior experience successfully scaling a company from [early-stage to maturity, X to Y revenue].
  • Strong knowledge and network within the [relevant industry] sector.

I pause because some of the most successful leaders don’t have many of these ‘typical’ qualifications. Before starting Amazon, Bezos was a Princeton-trained electrical engineering and computer science graduate who worked most recently in finance as a hedge fund VP. He had smarts, dedication to the emerging web, and a strong desire to learn, but would have been screened out of most CEO qualification lists.

It may be more appropriate to list character and personality traits (like humble, growth mindset, grit, and obsession with the mission.) To me, the most important qualification is the capacity to learn and grow as the company evolves (see #6 Scale Yourself in What Chief Executives Do.)

Bezos scaled Amazon by focusing on long-term growth, customer obsession, and investing in technology; skills he honed after starting the business. A great leader is always evolving. So, here’s your chance to list what qualifications are most needed to succeed and, more importantly if you currently have the job, how you will acquire and nurture them. Be realistic about the qualifications, capabilities, values, and traits that will most drive success, without considering whether you currently qualify. A list might include:

  • Clear Vision & Storytelling: I am dedicated to this because [I’ve seen the impact of the problem we solve on my own family]. I will continue to refine my ability to articulate a compelling vision for the business that excites and enrolls people by delivering the message whenever possible.
  • Trust and Integrity: I will remain honest, transparent, and operate with high ethical standards by leading with authenticity and demonstrating vulnerability, making them a foundation of our culture.
  • Self-Awareness & Coachability: I will work to understand my strengths and weaknesses and stay open to advice. I have agreements in place to be coached by my Vistage peer group, investors, and advisors.
  • Conflict Resolution: I am working on my ability to navigate disagreements within the leadership team and other team members constructively. I am studying the book ‘Difficult Conversations’ and am enrolled on Coursera in the “Conflict Resolution Skills” course from UC, Irvine.
  • Network and Knowledge in the [relevant industry]: I have 3 year experience. I joined the local chamber of commerce and a national industry’s peer group that meets bi-weekly. I have hired a social marketing agency to ensure exposure on LinkedIn and other relevant forums.

Compensation & Benefits: Increasingly, it’s considered best practice (and sometimes legally required) to include a salary range. This promotes transparency and attracts relevant candidates. Highlight major benefits like health insurance, retirement plans, paid time off, and unique perks.

For any chief executive, compensation should be a reflection of business success. Since financial outcomes are lagging measures, it is useful to think more broadly about how you will measure success across the various responsibilities and activities you drive. A table of success measures may look like this:

If you’re an Owner, create a budget that generates the owner earnings you desire. Be sure to keep enough working capital on hand to finance growth and capital needs. Otherwise business earnings can become owner compensation, and the terminal value of the company can justify deferred income.

If you’re a large company CEO negotiating a compensation package, it is a subject for another article. Still, a good chunk of compensation comes from stock or other ownership that aligns compensation with business success. Check Glassdoor for typical compensation levels and get professional advice.

Don’t overlook other benefits from the business. And ensure you get enough ‘unique perks’ to reflect on the business, keep the saw sharp, and prevent burnout.

Application Process/Call to Action: Tell candidates exactly how to apply and briefly mention what candidates can expect after applying.

It’s a rare individual who answers the call to be a chief executive. If you already have the job, congratulations and keep becoming the most qualified person to fill it. By revisiting your job listing, you can scale yourself and your business without limit.

What does your job listing look like and how does it inform how you work?

Stay humble, hungry and smart.

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