Themes discussed

1. Executive Recruitment in a Global Context: Gabriella describes the complexities of working in a decentralized, multi-brand, global organization and how this impacts the recruitment of senior leaders.
2. Internal Succession vs External Hiring: When and why it makes sense to promote from within versus bringing in new perspectives, and how those decisions are made.‍
3. Fairness, Potential & Objectivity: Why focusing on potential and structured processes is critical in ensuring fairness and reducing bias—even at executive levels.‍
4. Assessments and Case Interviews at the Top: Gabriella challenges the notion that senior leaders should be exempt from testing, and explains how assessments and business cases add depth to the selection process.‍
5. Candidate Experience & Employer Branding: Why how you treat candidates—especially those who don’t get the job—matters deeply for your reputation as an employer.‍
6. AI and the Future of Selection: Thoughts on how AI and smart tools will shape the early screening phases, reduce bias, and improve efficiency in hiring.‍
7. Global Diversity & Cultural Awareness: How working across borders demands strong cultural competence and the ability to look beyond one’s own perspective.

Key Takeaways

• Executive recruitment requires an in-depth understanding of both business challenges and organizational culture, especially in a complex, global company.
• Internal mobility can be highly valuable, but external hires bring fresh perspectives—both options should be actively explored.
• Structured interviews, assessments, and business cases are highly effective even for top-level roles, and candidates often appreciate the fairness they bring.
• First-stage screening is a critical phase where AI could play a key role in making the process more efficient and inclusive.
• A thoughtful and respectful candidate experience builds long-term employer brand value, regardless of hiring outcome.
• Pay transparency, DEI goals, and skill shortages are already reshaping how companies attract and evaluate talent.

Shownotes

[00:00] –  Kristoffer introduces Gabriella and the scope of the episode.

[03:50] – Gabriella’s role at Sandvik: Executive recruitment in a global industrial giant.

[11:00] – What makes a role “executive”? Exploring the boundaries and expectations.

[15:20] – A case from start to finish: How an executive recruitment process unfolds.

[29:10] – When internal succession makes more sense than external hiring.

[38:50] – Defining the role: Going beyond job descriptions to identify real leadership needs.

[49:30] – Diversity and inclusion: How Sandvik ensures a broader, fairer candidate pool.

[01:01:10] – Selection challenges: Managing large candidate volumes and reducing bias.

[01:11:00] – Assessment and business cases: Tools to go deeper in candidate evaluation.

[01:25:00] – Candidate experience: Why respectful communication matters at every stage.

[01:36:30] – Looking ahead: How AI, pay transparency, and a shift toward potential over experience will transform recruitment.

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