​In executive search, we often say:“We work on strategic hires, not just vacancies.”  But what does that really mean? To understand the value of executive search and why certain roles require a more strategic approach, it’s helpful to look at the different types of roles that exist within an organisation—and how they differ in purpose, impact, and the way they are filled.

Operational Roles: The Backbone of Day-to-Day Execution

Definition: These are the roles that keep the business running. From customer service reps and logistics coordinators to finance analysts and IT support, operational roles are essential for execution.

Characteristics:

• Clearly defined responsibilities

• Often high-volume or repeatable tasks

• Easier to hire through internal recruiters, job boards, or contingency firms

• Typically replaced when someone leaves — i.e.,filling a vacancy

When they're hired: Often in reaction to a resignation, expansion, or process bottleneck.

Tactical Roles: Driving Projects and Functional Performance

Definition: These roles are often specialised and may include mid-level managers, technical experts, or project leads. They connect strategy to execution.

Characteristics:

• Require deeper expertise or domain knowledge

• May influence decision-making, but aren't typically setting long-term direction

• Hiring may still be reactive, but requires more careful sourcing and vetting

When they're hired: Often as part of a growth initiative or when scaling a department.

Strategic Roles: Shaping the Future of the Organisation

Definition: These are the roles that impact the long-term trajectory of a company—think C-suite, VP-level, or transformative leadership roles. They are not always “vacant” in the traditional sense.

Characteristics:

• Influence company vision, direction, or culture

• Critical to competitive advantage and market positioning

• May not exist yet—they are often created, not just filled

• Require a bespoke search process to find the right mix of experience, values, and leadership style

When they're hired: Often proactively, in anticipation of a change in direction, a new market opportunity, or a planned evolution in leadership.

Strategic Hires Are Not Always Vacancies

This is where executive search differs from traditional recruitment. Many of the roles we’re engaged to fill are not about replacing someone—they’re about finding someone the business doesn’t have yet but will need to grow, compete, or evolve.

Examples of strategic hires:

• Building a digital transformation capability

• Bringing in a growth-focused CFO ahead of a fundraising round

• Adding a Chief People Officer to scale culture globally

• Hiring a GM to open a new market or region

These are transformative roles, not transactional ones. They require:

• Deep market intelligence

• Discreet outreach to passive candidates

• Assessment of leadership traits, not just skills

• Alignment with long-term business goals

Why It Matters

Recognising the distinction between operational, tactical, and strategic roles helps organisations plan more effectively—and hire more intelligently. Filling a vacancy is about today. Making a strategic hire is about tomorrow.

So, when we say we focus on strategic hires, it’s because we’re not just filling gaps. We’re helping companies build capability—often before the need is even obvious.

​

Looking to make a strategic hire or reshape your leadership team? Let’s talk about what your business will need next—not just what you’re missing now.