Most executive selection processes measure leaders in the calm condition, then deploy them into the stress condition. Hypergrowth exposes the gap fast.

Most companies using AI to screen candidates aren't asking whether it's legal. They're assuming it is, because everyone else is doing it too. That assumption is getting more expensive by the month.

A decision flow for talent acquisition technology: start by defining what outgrown means and whether an AI capability gap exists, then branch into build, buy, or reassess based on differentiation and AI sourcing needs, ending in evaluation criteria and ownership structure.

There is a version of talent development that looks impressive on paper. It scales. It’s cost-effective. And for many organizations, it has recently become the default approach to growing their leaders. The problem is that it often does not work.