Becoming a CEO is a long journey that requires a unique blend of skills, experience, and personality traits. While many professionals aspire to reach the top, only a select few have the qualities that make them stand out as CEO material. The question is: what exactly do executive recruiters look for when considering candidates for the C-suite?
In a recent episode of BaytCast, Hani Alahdal, a senior HR leader in Saudi Arabia, shared insights into his approach to identifying future C-suite executives. His "hire for future C-suite" mindset reveals that recruiters often spot the traits of a potential CEO within the first few minutes of an interview. These traits are not just about technical expertise or past accomplishments—they’re about mindset, vision, and the ability to lead an organization into the future.
Hani’s approach to recruitment is forward-thinking. Instead of hiring solely based on the immediate need for a position, he focuses on identifying candidates with the potential to rise through the ranks and eventually take on leadership roles, including the CEO position. Hani emphasized that when he interviews potential candidates, he looks for signs of leadership, strategic thinking, and the ability to drive change—qualities that go beyond current job titles or roles.
In the BaytCast interview, Hani explained that the early stages of an interview are crucial. Within the first few minutes, he’s already assessing whether the candidate possesses the qualities that could make them future leaders. This mindset is attractive to ambitious professionals because it opens doors not just for the current job at hand, but for long-term career growth and leadership opportunities.
While there’s no one-size-fits-all formula for what makes someone CEO material, there are a few key traits that executive recruiters like Hani spot almost immediately. These traits include:
A CEO needs to have a clear vision for the future of the company and the industry. Hani emphasized that the ability to think strategically, look ahead, and anticipate market shifts is essential. When meeting candidates, recruiters want to hear about long-term goals, innovation, and how the candidate can contribute to the company’s success beyond the immediate tasks at hand.
The path to becoming a CEO is rarely smooth. Hani pointed out that one of the key qualities he looks for in candidates is their ability to adapt and bounce back from setbacks. CEOs must be able to navigate through periods of change, lead their teams through uncertainty, and find solutions in times of crisis. If you’re adaptable and resilient in challenging situations, you’re already displaying a key characteristic of successful leaders.
Effective communication is a cornerstone of leadership. CEOs must be able to communicate their vision clearly and inspire their teams to follow it. Hani mentioned that he pays close attention to how candidates express themselves during interviews. Are they clear and concise? Do they have the ability to articulate their ideas and strategies to diverse groups, from employees to investors?
Leadership is about making tough decisions, often under pressure. Hani looks for candidates who show they can make decisions confidently, backed by data and insights, and who are accountable for the outcomes. CEOs are responsible for the success and failure of their organizations, so recruiters want to see that the candidate can take ownership and lead with authority.
While intelligence (IQ) is important, emotional intelligence is the trait that truly sets great leaders apart. Hani stressed that high EQ—understanding and managing one’s own emotions, as well as being empathetic to others—is crucial for CEOs. The ability to motivate, mentor, and connect with people at all levels of the organization is what differentiates a good leader from a great one.
Finally, CEOs need to be focused on results. Hani explained that he looks for candidates who have a track record of delivering results—whether it’s through revenue growth, operational efficiency, or successful project completions. A candidate who is results-driven, who can set goals and achieve them, has the mindset that will allow them to eventually take on the CEO role.
If you’re an ambitious professional aiming for the C-suite, it’s essential to start developing these traits early in your career. Here’s how you can prepare:
Think Long-Term
As Hani pointed out, recruiters are always looking for candidates who demonstrate visionary thinking. Focus on developing a strategic mindset and looking beyond the day-to-day tasks of your role. Understand the industry landscape and think about how you can contribute to the long-term success of the organization.
Embrace Change and Learn from Setbacks
Resilience is crucial for aspiring leaders. View challenges as opportunities for growth and learn from your mistakes. Every setback can teach you valuable lessons that will prepare you for future leadership roles.
Improve Your Communication Skills
Whether it’s through formal training or practice, effective communication is key. Practice expressing your ideas clearly, and focus on becoming a strong public speaker and a listener. CEOs need to communicate with clarity, authority, and empathy.
Be Decisive and Take Ownership
Start taking ownership of your decisions and responsibilities. Build your ability to make decisions under pressure, and ensure you’re accountable for the results, both good and bad. Being decisive and owning your actions will demonstrate that you have the potential to lead at the highest levels.
Develop Your Emotional Intelligence
Work on understanding your emotions and developing empathy for others. Strong leadership comes from being able to connect with and motivate your team. Leaders with high EQ are often more successful at building trust and fostering a positive work environment.
Showcase Your Achievements
To stand out to recruiters, make sure you’re consistently delivering measurable results in your current role. Whether it’s improving team performance, increasing revenue, or completing key projects, ensure that your accomplishments reflect your ability to drive change and create value.
In his interview with Rabea Ataya, Hani shared how he applies this "hire for future C-suite" mentality during the recruitment process. Hani’s approach to spotting potential future leaders highlights the importance of mindset and vision when hiring for senior roles. For Hani, it’s not just about filling a role; it’s about identifying the next generation of CEOs who can lead the company to new heights.
You can listen to Hani’s full conversation with Rabea Ataya on YouTube or stream the audio on Spotify, Anghami, and Apple Podcasts.
Becoming a CEO doesn’t happen overnight—it’s a journey that requires you to develop the right mindset, leadership qualities, and skills. By focusing on visionary thinking, adaptability, communication, and emotional intelligence, you’ll be well on your way to becoming a standout candidate for the C-suite. Start developing these traits early, and recruiters will start to spot your potential as a future CEO, long before you even consider the title.
