The keys to successfully recruiting a Chief of Staff

In the world of recruitment, the Chief of Staff profile presents many challenges.

This enigmatic function, which is booming in France, remains little known to the general public, yet it plays a key role in the functioning and success of businesses.

The CoS, which shares similarities with the role of a chief of staff in politics, is rapidly becoming more widespread, becoming an indispensable asset for all ambitious leaders.

Expected fundamentals:

1. Hard skills: These are thetechnical and industry-specific skills that candidates must possess in order to excel in their roles.

2. Soft skills:Personal and interpersonal skills are equally important, as the CoS must interact with a variety of stakeholders and be a catalyst for collaboration.

3. Alignment with the company's culture and vision: Finding a COO whose values and vision align with those of the company ensures harmony within the management team.

4. Relevant experience and training: The CoS must have relevant experience and training to meet the requirements of the position.

5. Motivation and consistency of career plans: Motivation and consistency of career plans: Candidates must be genuinely passionate about the role of CoS and have career plans that are consistent with this aspiration.

6. Piping: Practical considerations such as salary expectations and mobility should also be taken into account.

Key Points for Recruiting a Chief of Staff:

1. An expanded scope:

Unlike a well-defined business function that operates on a daily basis, the CoS position requires a more comprehensive approach, as expectations vary considerably depending on the CEO and the company. In fact, there are as many CoS profiles as there are CEOs and companies. The CoS must be prepared to anticipate the needs of the CEO, work proactively, and adapt to constantly changing environments.

2. Mirrored trust:

The success of the CEO-CoS duo is based on unshakeable mutual trust. However, not all types of CEOs necessarily get along with all types of Chief of Staff profiles. For a non-cross-functional role, the CEO may think: "This candidate is very competent and will be successful for the company, and as far as personal harmony is concerned, we'll find a way to make things work." However, the approach is different when it comes to recruiting a CoS, where personal fit is a primary consideration.

3. A time for everything:

A CoS may be appropriate at a given moment in the company's life cycle, but not necessarily at another time. A mature company undergoing restructuring will not need the same CoS as a rapidly expanding start-up. Needs and priorities evolve over time, and the CoS must be able to adapt to the different phases of the company's life cycle.