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How do you plan Vice President recruitment for various digital transformation initiatives? This guide is a must read to make VP recruiting highly relevant to achieving set goals! When your company needs top-level candidates for the Vice President role, do you just send a profile description to the HR with some hints and wait for a shortlist of candidates? The interviews are then arranged? Well, that is definitely not the right way anymore. In fact there are high chances of disastrous results. Either you might get someone with a flashy background who will turn out to be a misfit for your business. Or you might hire someone who has less expertise, vision, and charisma than most of your competitors. We are moving forward in a digital economy where the entire business landscape has changed. The leaders you need to guide growth in the future might not be the veterans who are looking back in the golden past. In this blog, we are focusing on Vice President recruitment for businesses undergo

Startups and SME firms have often understood Vice President recruitment as appointing a leader to oversee operations across certain horizontals. It could be sales and marketing, productions, finance, IT, HR, or administration. The Vice President role is often misunderstood. A general practice is to promote an internal champion. For example, a high-performer sales director is promoted to VP of Sales. A few years down the lane, the business has not gained any major advantages. Everything is run in the same old manner. Revenue is flowing in mostly through repeat business and peaks in market demand. If you want to gain significant advantages through VP recruiting, get more clarity on the objectives of Vice President recruitment and what the position is really about.  How To Plan Vice President Recruitment For Achieving Higher Growth? If your vision of Vice President recruitment is to have someone who can manage operations in a do-as-directed manner, it is a waste of the huge amount of mone