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If you’ve Googled “CHRO job description,” you’ve probably found the same thing over and over: a lifeless list of bullet points and generic statements that could apply to any HR leader at any company.
The problem? These posts don’t help you attract the right Chief Human Resource Officer—they just help you fill space.
And here’s the truth: great HR leaders don’t respond to generic checklists. They’re looking for meaning, alignment, and a clear vision of what they’re stepping into.
That’s why in this guide, we’re going beyond the basics.
We’ll break down what the role actually entails, show you how to write a job description that connects, and give you examples that speak directly to the kind of CHROs who lead culture, not just compliance.
💡Bonus tip: If you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ . It explains why most job descriptions fall flat—and how to turn yours into your best recruiting tool.
Don’t let bad hires slow you down.
WorkScreen helps you identify the right people—fast, easy, and stress-free.
What a Chief Human Resource Officer Actually Does
A Chief Human Resource Officer (CHRO) isn’t just someone who runs payroll or oversees benefits. They shape your company’s culture, align talent strategy with business goals, and act as a critical voice on the executive team.
They’re responsible for building strong teams, guiding leadership development, and making sure the company attracts, retains, and grows the right people. That includes everything from succession planning to DEI initiatives, organizational design, internal communication, performance management, and more.
But the best CHROs go beyond HR operations. They act as thought partners to the CEO, helping you navigate change, scale effectively, and create an environment where people can thrive.
If you’re hiring a CHRO, you’re not just looking for someone who knows HR—you’re looking for a people-first strategist who can help lead your company into its next phase of growth.
Two Great CHRO Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Option 1: Job Description For Experienced CHRO Candidates
Job Title:
Chief Human Resource Officer (CHRO) — Remote (U.S. Only) | $190,000–$230,000/year + Equity | Full-Time
🎥 Meet Your Future Teammates
Here’s a short video from our CEO, Talia Rivers, on what we’re building at Brightwave and why this role matters:
👉 [Insert Loom or YouTube Link]
Who We Are:
Brightwave Health is a mission-driven healthcare technology company focused on making mental health support more accessible to underserved populations. Since launching in 2019, we’ve grown to serve over 150,000 patients across 22 states, combining compassionate clinical care with modern technology.
We believe that care should be human-first, and we’re building a team that reflects that belief at every level.
About the Role:
We’re hiring a strategic, people-first Chief Human Resource Officer to join our executive team and help us scale thoughtfully and sustainably. You’ll shape how our people systems evolve as we grow, lead our HR and People Ops teams, and be a trusted advisor to our CEO and leadership team.
This is a high-impact role for someone who’s not just operationally strong—but passionate about culture, leadership development, and creating an environment where every employee feels supported and seen.
What You’ll Be Responsible For:
- Leading People Ops, Talent Acquisition, HRBP, and L&D teams
- Partnering with the CEO and exec team on organizational design, workforce planning, and leadership development
- Owning internal people systems: compensation strategy, performance management, compliance, and employee engagement
- Overseeing our DEI roadmap, internal communications strategy, and employer brand
- Building scalable HR processes that support a hybrid, distributed team across 4 time zones
- Coaching managers and execs on feedback, retention, and people growth
What We’re Looking For:
- 8+ years in senior-level HR or People leadership roles
- Experience scaling teams at a venture-backed startup or growth-stage company
- Strong systems thinker with a proven track record of building high-trust cultures
- Deep understanding of U.S. labor law and compliance
- Executive presence, coaching ability, and a strong bias for action
- Empathy, clarity, and the ability to lead through change
Perks & Benefits:
- 💵 $190,000–$230,000/year salary + meaningful equity
- 🏖️ Unlimited PTO with a 15-day minimum policy
- 🩺 100% paid medical, dental, and vision insurance (for you + dependents)
- 🧘♂️ Quarterly wellness stipend ($300)
- 🧠 Free mental health sessions through our platform
- 📚 Annual learning and development stipend ($1,500)
- 💻 Fully remote team with flexible work hours
Why This Role Is a Great Fit:
You’ll step into a seat that gives you real influence—not just over hiring, but over how the company grows. You’ll be part of a leadership team that values honesty, humility, and long-term thinking. You won’t be asked to fix broken culture—you’ll be empowered to evolve something that’s already strong and deeply valued.
How to Apply:
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on strengths, not buzzwords.
Click the link below to complete your short, structured evaluation:
👉 [Insert WorkScreen Link]
🌱 Option 2: Job Description For Entry Level Candidates
Job Title:
Head of People (Path to CHRO) — Remote (U.S. Only) | $120,000–$145,000/year + Equity | Full-Time
🎥 See What We’re Building Together
Watch this short video from our CEO, Talia Rivers, on our mission, values, and what we’re looking for in this role:
👉 [Insert Loom or YouTube Link]
Who We Are:
Brightwave Health is a healthcare startup on a mission to make mental healthcare radically accessible. We provide virtual therapy, care coordination, and clinical support to underserved communities—often the ones left behind by traditional systems.
Since 2019, we’ve grown from 3 employees to 90+, and we’re looking for a Head of People who’s excited to grow with us.
About the Role:
This is a foundational role with a fast track to CHRO. You’ll build and lead our HR function while partnering with leadership to align people strategy with company growth. If you’re someone who’s been operating at the Director or Sr. HRBP level and ready for the next step—you’ll have support, mentorship, and autonomy here.
What You’ll Be Doing:
- Running end-to-end HR ops: onboarding, compliance, employee experience, and internal communication
- Helping build hiring plans, job architecture, and people systems from the ground up
- Managing compensation reviews, feedback processes, and culture-building programs
- Collaborating with department leads to make sure teams are supported and set up for success
- Building early-stage systems that can scale—without losing the human element
What We’re Looking For:
- 4–6 years in HR, People Ops, or Talent roles (startup experience a plus)
- Experience managing or building HR systems and policies
- Strong communication skills and comfort advising execs and team leads
- Thoughtful, proactive, and always looking for ways to improve systems
- Someone who cares deeply about equity, fairness, and belonging
Perks & Benefits:
- 💵 $120,000–$145,000/year salary + equity grants
- 🩺 Full health, dental, and vision coverage
- ⏱️ Flexible working hours + remote-first setup
- 🌴 15 PTO days + 10 company holidays + 5 mental health days
- 🎓 $1,000 annual learning & development budget
- 💬 Monthly internal coaching sessions for personal and professional growth
Why This Role Is a Great Fit:
This is your opportunity to build a department from the ground up—with mentorship and resources to help you grow into a C-level leader. You won’t just be maintaining systems—you’ll be designing them. And you’ll be part of a mission-driven team that truly cares about its people.
How to Apply:
We use WorkScreen to evaluate every applicant fairly—based on real strengths, not just resumes.
Click below to start your application and complete a short, role-specific evaluation:
👉 [Insert WorkScreen Link]
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Breakdown of Why These CHRO Job Posts Actually Work
🧠 1. The Job Titles Are Specific and Purpose-Driven
Instead of using vague titles like “CHRO” or “HR Leader,” each job title clearly communicates the role, location, and even the level of leadership required.
- ✅ “Chief Human Resource Officer (CHRO) — Remote (U.S. Only) | $190,000–$230,000/year + Equity”
- ✅ “Head of People (Path to CHRO) — Remote (U.S. Only) | $120,000–$145,000/year + Equity”
This helps candidates instantly identify whether the role fits their skills, goals, and salary expectations—so you attract serious applicants instead of generic ones.
💬 2. Each Post Starts With a Human Introduction
The video from the CEO sets the tone and brings a face to the company. It shows candidates that this isn’t just another HR formality—it’s a team that cares enough to be personal.
Then, instead of opening with a lifeless company history, the “Who We Are” section gives real context: what the company does, who it serves, and why the role matters now. This builds connection and trust early.
🏛️ 3. The “About the Role” Section Explains the Why, Not Just the What
Most job posts go straight into responsibilities—but these templates slow down and explain why the role exists, who it reports to, and what kind of impact it will have. This helps high-performing candidates visualize themselves in the seat and understand what’s expected beyond the bullet points.
📌 4. Responsibilities Are Framed Around Ownership and Outcomes
Instead of listing generic duties like “manage HR functions,” each responsibility is tied to a clear action or result:
- “Build scalable HR processes that support a hybrid, distributed team across 4 time zones.”
- “Coach managers and execs on feedback, retention, and people growth.”
This tells candidates what success looks like—and why it matters to the company.
✅ 5. Qualifications Show Standards Without Discouraging Great Talent
Each post lists what’s required—but it also focuses on mindset, not just checkboxes. The entry-level version even encourages high-potential candidates who are still growing into leadership roles. This widens your talent pool without sacrificing quality.
🌱 6. Culture Isn’t Just Claimed—It’s Shown
Instead of saying “We care about culture,” each post demonstrates it through how it’s written, what values are emphasized, and what it’s like to work there.
For example:
“At Brightwave, we don’t hire ‘culture fits’—we hire culture adders.”
This invites candidates who care about values, not just titles.
💸 7. Salary and Perks Are Transparent
Including compensation and benefits builds trust, filters out misaligned applicants, and saves you time. Candidates shouldn’t have to guess whether the role is worth applying to.
Transparency signals that your company values fairness, honesty, and clarity.
🤝 8. The Hiring Process Is Respectful and Modern
Using WorkScreen shows that you respect applicants’ time. And by explaining how the process works (short evaluation, fair screening, not resume-based), you stand out from companies that leave candidates in the dark.
📣 9. The CTA Isn’t Cold—It’s Motivating
Instead of “Apply here,” the final section encourages the right person to step forward. It reaffirms your respect for their time and shows you’ve built a process that treats them fairly.
What a Bad CHRO Job Description Looks Like (And Why It Fails)
Let’s look at a typical “corporate-style” CHRO job post that you’ll find on most job boards.
❌ Bad Example:
Job Title:
Chief Human Resource Officer
Company:
Confidential Company
Location:
Flexible
Job Type:
Full-Time
Job Summary:
We are seeking an experienced Chief Human Resource Officer to lead our human resources department. The ideal candidate will be responsible for overseeing HR operations, ensuring compliance with employment laws, and developing workforce strategies.
Key Responsibilities:
- Manage HR staff and departmental budgets
- Create and implement HR policies and procedures
- Oversee recruitment, training, and performance reviews
- Ensure compliance with labor laws and organizational standards
- Advise leadership on human capital strategy
Qualifications:
- Bachelor’s degree in Human Resources, Business, or related field
- 10+ years of HR experience, including at least 3 in an executive role
- Strong knowledge of HR systems, employment law, and policy design
- Excellent leadership, communication, and analytical skills
How to Apply:
Send your resume and cover letter to hr@confidential.com. Only shortlisted candidates will be contacted.
🧯 Why This Fails (Line by Line)
🪫 1. The Job Title Is Vague and Uninviting
“Chief Human Resource Officer” doesn’t speak to level, mission, or the impact of the role. There’s no mention of salary, location details, or company identity. That immediately signals to strong candidates: this isn’t thoughtful or transparent.
🧊 2. The Introduction Is Cold and Generic
Phrases like “We are seeking an experienced CHRO…” are filler. There’s no personality, no vision, and no sense of why this role exists or what kind of leader the company actually needs.
🧱 3. Responsibilities Are Basic and Broad
The tasks listed are boilerplate. They don’t explain how this role will contribute to strategy, scale, or culture. It’s just generic HR admin, repackaged in executive language.
🤷 4. No Culture, No Context
There’s zero insight into team dynamics, leadership style, values, or mission. For a role that’s responsible for culture, this is a major red flag.
🕳️ 5. Salary and Benefits Are Missing
Omitting compensation doesn’t make you look strategic—it makes you look outdated or evasive. Top CHROs want transparency and respect, not games.
🚪 6. The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted” is cold and outdated. It makes candidates feel disposable. In contrast, modern job posts emphasize fairness, communication, and clear next steps.
🧍♀️ 7. The CTA Is Transactional
There’s no warmth or motivation to apply—just “Send your resume.” This tells candidates nothing about the company or why the role is exciting. It reads like a checkbox, not an opportunity.
🎯 Bottom Line
This kind of job post may technically “check the boxes,” but it won’t attract the kind of thoughtful, strategic HR leader your company actually needs.
If you want a CHRO who will lead with vision, build culture, and elevate your company—your job post has to reflect those same qualities.
Bonus Tips to Make Your CHRO Job Post Stand Out
Even if your job post already looks solid, these next-level details can make it unforgettable—and help you attract CHROs who are thoughtful, mission-aligned, and serious about culture.
🔒 1. Add a Security & Privacy Notice
With phishing scams on the rise, especially for senior roles, candidates are increasingly cautious about fake job listings. Including a simple security disclaimer builds trust and shows professionalism.
Example:
We take your privacy and safety seriously. We will never ask for payment, personal financial info, or bank details at any stage of the hiring process.
🌴 2. Mention Leave Days and Flexibility
Top HR leaders know burnout is real—and they’ll want to join a team that practices what it preaches. Listing generous leave policies shows you’re not just talking about wellness, you’re living it.
Example:
Enjoy unlimited PTO with a 15-day minimum to make sure you truly disconnect. We also offer 10+ paid holidays and 5 mental health days each year.
🎓 3. Highlight Training & Leadership Development
If you’re serious about people development, show it. CHROs want to know they’ll be part of a company that invests in learning—and not just for others, but for them too.
Example:
We offer an annual $1,500 leadership development stipend and access to a dedicated executive coach to support your growth.
🎥 4. Add a Loom or CEO Video to Build Connection
A short, informal video from your CEO or Head of People can go a long way. It humanizes your brand and gives candidates a glimpse of who they’ll be working with.
What to include in the video:
- Why this role matters now
- What kind of leader you’re looking for
- A quick story or insight into the company’s mission or team dynamics
Suggested placement:
Add it just before the “Who We Are” section.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
🧠 5. Mention Decision-Making Autonomy
CHROs are not looking to be micro-managed. Make it clear how much ownership they’ll have, especially if the HR function is evolving or growing quickly.
Example:
This is a high-autonomy role. You’ll have full ownership of HR strategy and the freedom to build the systems you believe will work—without layers of red tape.
These small additions can have a big impact. They help your post feel intentional, transparent, and aligned with the values top HR leaders actually care about.
Should You Use AI to Write Your CHRO Job Description?
Lately, it feels like everyone’s using AI to crank out job descriptions—especially now that tools like Manatal and Workable offer one-click AI-generated posts.
And sure, it might save you a few minutes…
But if you’re hiring a Chief Human Resource Officer—someone responsible for culture, leadership, and people strategy—do you really want to use a generic, auto-filled template to attract them?
🚫 Why You Shouldn’t Rely on AI Alone
AI-generated posts without context often sound like this:
“We are looking for a dynamic and experienced CHRO to manage our human capital strategy and ensure HR compliance…”
It’s not technically wrong—but it’s lifeless. And worse, it can signal to high-caliber candidates that your company doesn’t really know what it’s looking for.
Here’s what happens when you use AI without guidance:
- Your post ends up sounding just like everyone else’s
- It attracts low-effort applicants who spray resumes everywhere
- It repels top-tier talent who want to understand your culture, mission, and leadership style
✅ How to Use AI the Right Way
AI can be helpful—but only if you drive the strategy.
Before asking AI to generate a draft, give it the key inputs that matter most:
Here’s a better prompt to use:
“Help me write a CHRO job post for our company, Brightwave Health. We’re a remote-first mental health startup serving underserved communities. We’re hiring a Chief Human Resource Officer to lead people strategy, culture, and org design as we scale from 90 to 150 employees. Our culture is trust-first, transparent, and driven by outcomes—not hours. We’re looking for someone who leads with empathy, scales systems without losing humanity, and can coach execs while building high-performing teams. We offer full health benefits, remote flexibility, equity, and a $1,500 L&D stipend. Our hiring process includes a WorkScreen skills evaluation and a final conversation with our CEO. Here are my rough notes for the intro and perks section [paste notes here]…”
Then let AI:
- Help you organize your ideas
- Refine your tone
- Polish your draft—not write it for you from scratch
💡 Final Word
AI should shape your writing—not replace your thinking.
When it comes to hiring your next culture-shaping leader, your job post is the first impression. Don’t outsource it to a bot. Put in the thought—and then let AI help you say it better.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Copy-Paste Job Description?
We get it—sometimes you just need something fast.
Maybe you’ve already read through this guide and understand what makes a job post effective. But you still want a solid starting point to copy, paste, and tailor in just a few minutes.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational, Culture-First CHRO Job Description
Job Title:
Chief Human Resource Officer (CHRO) — [Location] | [Salary Range] | [Job Type]
🎥 Hear from our CEO about why this role matters:
👉 [Insert video link]
Who We Are:
[Company Name] is a fast-growing [industry] company on a mission to [insert mission here]. Since 2025, we’ve expanded our impact across [geographic reach, customer base, or milestone], and we’re now looking for a people-first CHRO to help us grow the right way.
About the Role:
We’re hiring a CHRO who isn’t just focused on policies and compliance—but on culture, leadership, and sustainable growth. You’ll work directly with the CEO and the executive team to align people strategy with company goals and shape the future of our teams.
What You’ll Be Doing:
- Own and evolve all HR operations, including People Ops, Talent, DEI, and L&D
- Design organizational structures and processes that support growth
- Lead performance management and internal communications systems
- Coach leadership on team development, retention, and culture
- Build HR systems that scale without losing our values
Who You Are:
- 8+ years in senior HR or People leadership
- Experience scaling HR in high-growth or startup environments
- Strong knowledge of employment law and HR systems
- Proven leadership and communication skills
- Strategic thinker with a human-first mindset
Perks & Benefits:
- 💵 [Salary Range]
- 🏝️ Unlimited PTO (with a 15-day minimum)
- 🏥 100% covered health, dental, and vision insurance
- 💻 Remote-first work culture + flexible hours
- 📚 Annual learning & development budget
- 🧘 Wellness stipends or mental health support
Why This Role Is a Great Fit:
This is your opportunity to join the leadership team at [Company Name] and influence how the company grows from the inside out. You’ll have the autonomy to lead the people function your way—and the support to bring your ideas to life.
How to Apply:
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on strengths, not buzzwords.
👉 Click below to complete your short, structured evaluation:
[Insert WorkScreen Link]
📄 Option 2: Traditional Format (Job Brief + Responsibilities + Requirements)
Job Title:
Chief Human Resource Officer (CHRO)
Location: [Location]
Job Type: [Job Type]
Salary Range: [Salary Range]
🎥 Watch a quick video from our CEO about the company and this role:
👉 [Insert video link]
Who We Are:
[Company Name] is a [industry] company focused on [core mission or impact statement]. As we enter a new phase of growth, we’re looking for an experienced CHRO to lead our people strategy, elevate our team operations, and help us scale with intention.
Job Brief:
The CHRO will oversee the full HR function and join the executive leadership team. This person will be responsible for developing scalable systems, championing company culture, and ensuring our people strategy aligns with business goals.
Key Responsibilities:
- Lead all HR departments including People Ops, Talent Acquisition, DEI, and L&D
- Partner with the CEO and leadership team on workforce planning and team structure
- Oversee compensation reviews, performance systems, and employee engagement
- Ensure HR compliance and maintain high ethical standards
- Drive cultural alignment and internal communication strategy
Requirements:
- 8+ years of HR leadership experience (at least 3 at the executive level)
- Experience scaling HR in fast-paced or high-growth environments
- Deep understanding of labor law, HR compliance, and people analytics
- Strong communication and leadership skills
- Track record of building systems and teams from scratch
Perks & Benefits:
- Competitive salary: [Salary Range]
- Remote-friendly or hybrid work setup
- Health, dental, and vision insurance
- Generous PTO and paid holidays
- Learning & development support
- Company wellness initiatives
How to Apply:
We use WorkScreen to evaluate every applicant fairly and efficiently—based on strengths, not resumes.
👉 Click below to apply:
[Insert WorkScreen Link]
Let WorkScreen Handle the Next Step for You
Once your job post is live and attracting great candidates, the next challenge is figuring out who’s actually qualified—and who just looks good on paper.
That’s where WorkScreen comes in.
WorkScreen helps you:
✅ Spot your top candidates—instantly
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
🎯 Test skills, not just resumes
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
🧠 Filter out low-effort or AI-generated applications
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
💡 Save hours—without sacrificing quality
Whether you’re hiring one person or building a whole team, WorkScreen streamlines the process so you can focus on what matters: bringing in people who’ll actually move the company forward.
👉 Want to hire better and faster?
Create your job post with WorkScreen today, and let the platform handle evaluations while you focus on building the right team.
[Insert WorkScreen Signup Link]
Frequently Asked Questions - Chief Human Resource Officer Job Description
While the terms are often used interchangeably, there’s a slight distinction:
- A Beauty Advisor typically works in a retail setting (like a boutique, department store, or salon) and focuses on helping customers choose products through in-person interaction. They handle demos, sales, and customer service at the counter or on the floor.
- A Beauty Consultant can operate in a broader context—sometimes independently or even virtually—and may offer more personalized consultations, skincare regimens, or beauty planning. Consultants are often more goal-oriented and may be hired for events, private sessions, or ongoing client relationships.
In short: Beauty Advisors tend to focus on in-store customer support, while Beauty Consultants often provide more tailored, long-term advice.
As of 2025, CHRO salaries vary depending on company size, industry, and location, but here are general benchmarks:
- Startups or small companies: $140,000–$180,000/year
- Mid-sized companies: $180,000–$250,000/year
- Enterprise or public companies: $250,000–$450,000/year+
Equity, bonuses, and long-term incentive plans are common at the VP and C-suite level, especially in tech and venture-backed startups.
A company should consider hiring a CHRO when:
- Headcount is growing beyond 75–100 employees
- Founders are spending too much time managing internal people issues
- There’s a need for professionalized HR infrastructure (e.g., performance systems, L&D, DEI)
- The company is preparing for a merger, IPO, or international expansion
- Culture problems are slowing down growth or causing retention issues
Hiring a CHRO too early can result in misalignment. Hiring too late can cost you top talent, culture integrity, and leadership consistency.
While both roles lead the people function, the CHRO is a C-level executive who helps shape company strategy alongside the CEO, COO, and CFO. The VP of People typically reports into the C-suite and focuses more on execution and internal operations.
In simple terms:
- VP of People: Builds and runs HR systems
- CHRO: Guides executive decision-making about people, culture, and growth
Yes—but only if they’ve shown the ability to think strategically, influence leadership, and scale systems. Many companies promote their Head of People or VP of HR into the CHRO seat once the org matures—but this should come with coaching, clear expectations, and ideally, exposure to cross-functional leadership.
Beyond qualifications, ask yourself:
- Do they understand where we’re headed—and have ideas for how to build the people strategy to get there?
- Can they push back thoughtfully and influence high-level decisions?
- Do they ask deep questions about culture, not just compliance?
- Do they understand the pressures of our industry, customer base, and business model?
- Will they earn the trust of other execs and the broader team?
WorkScreen can help here too—by letting you test their strategic thinking, decision-making, and values alignment in a structured way before you interview.
