In the dynamic landscape of start-ups, the temptation to recruit a double-stretch VP is becoming increasingly common. This phenomenon, which involves finding a candidate whose experience is several levels below the position to be filled, may seem like an innovative and bold solution. However, behind this strategy lies a far more complex reality. The inherent risks of such a choice can often result in resounding failures, jeopardizing the company’s growth and the cohesion of its teams. Thus, entrepreneurs must carefully weigh the advantages and disadvantages of this approach, as the double-stretch, far from being a guarantee of success, is often synonymous with a risky bet.
The Double-Stretch VP concept proposes that a company recruits a candidate with limited managerial experience for a VP position in a start-up. This type of choice may seem attractive due to the scarcity of talent, but it is often illusory. Ideal candidates, although seemingly qualified, typically do not join the start-up until it is already established. Thus, it is wiser to opt for a stretch sales VP rather than someone who appears more seasoned, but who often has not truly proven themselves. The difficulty in adjusting their management and effectively building a team can lead to notable failures in the medium term, especially if these double-stretch candidates have too many responsibilities from the outset.
Hiring a Double-Stretch VP in a start-up may seem enticing, but it is a path fraught with pitfalls. Profiles seeking to transition from an operational level to a leadership role can be motivated, but this is not always enough. Entrepreneurs must be wary of this quest for talents that seem ideal on paper, especially when their experience is limited. Often, these candidates lack the depth of skills necessary to lead a team and produce meaningful results.
the risks associated with double-stretch
One of the biggest challenges related to hiring a Double-Stretch VP lies in the mismatch between bilateral experience and the requirements of the role. These inexperienced decision-makers often face complex situations they have never managed, leading to inappropriate decisions. The initial recruitments of a team are often chaotic, as these new leaders learn on the job, most often without the support of a mentor or a solid structure. This can create instability that affects the entire company.
how to avoid recruitment mistakes
To maximize the chances of success, it is essential to fully understand the skills necessary for the role. It may be tempting to hire a Double-Stretch VP due to the hope of a quick return on investment. However, a thoughtful approach involves prioritizing a candidate who has proven their abilities in a similar role, even at a lower level. Establishing a rigorous selection and training process is crucial to avoid an inevitable failure.
