Is this our Chief Executive Officer? An evaluation scorecard for hiring managers

5 categories that actually matter for a CEO. Five yes/no questions in each to bring a little more clarity to your hiring process.

How it works

1Drawing on thousands of executive placements, we’ve organized the scorecard into five distinct categories relevant for CEO candidates.
2Mark each criterion the candidate meets, then read the verdict at the bottom. To receive a final score, you must complete each field.
3Scorecards work best near or at the end of an interview loop, once you can answer every question with confidence.

Two kinds of blank

Leaving a prompt blank still costs a point, and it should. Some will be blank because the candidate did not exhibit or meet the criteria. Some will be blank because the reference check has not happened yet. Neither blank is something you should underwrite.

If most of yours are the second kind, the fix is a phone call you have not made yet. This is likely a process problem, and that one is solvable this week. Hunt Club can help.

Criteria met

0/25

Nothing checked yet

Work through each section honestly. This framework is designed to surface a CEO candidate’s strengths as well as any gaps. If you need additional support, reach out to our team.

Talk to Hunt Club

Start here

Remember

Every company is different, and the right hire depends on your stage, size, strategy, and the specific challenges you’re facing. Use the scorecard as a helpful starting point for structured thinking, and if you need a little more guidance, reach out to Hunt Club.

Strategic Clarity

0 / 5

They gave a specific point of view on our market and competitive position that went beyond what we told them in the process. They named the two or three things they would prioritize in the first year. They distinguished between what this business needs now and what it will need in three years. They asked at least one question about our business that we had not previously thought of. Their read on our biggest risk either matches ours or credibly challenges it.

Operating Track Record

0 / 5

They have personally owned a P&L of comparable or greater scale. They have led a company or business unit through the specific challenge ahead of us, whether that is scaling, turnaround, integration, or exit. They walked me through a decision that went wrong and what they changed as a result. They can explain the financial mechanics of a business at our stage. Their execution record is as strong as their strategic narrative.

Leadership Presence & Judgment

0 / 5

They held their position under direct challenge in at least one interview without becoming defensive. They changed their mind on something during the process when given new information. They were specific about hard people decisions they have made, including exits, restructures, and performance calls. I would trust their judgment on a crisis call with little to no time to prepare. Our existing leadership team would follow this person with conviction.

Board & Investor Command

0 / 5

They have owned the board relationship at a prior company, including the agenda and the materials. They described a specific disagreement with a board member or investor and how it was resolved. They have raised capital or managed an investor group under conditions similar to ours. They treat the board as a resource to deploy rather than an audience to manage. Our lead investor and our board would be confident in this person in the seat.

Conviction, Fit & Diligence

0 / 5

I have spoken with at least two references who reported directly to them, and both were unreserved. I have spoken with a former board member, investor, or peer executive, and they were unreserved. I understand the real circumstances of their departure from their last two roles. They did something in this process that only a candidate who genuinely wants this job would do. I am making this hire out of conviction rather than pressure to fill the seat.

Your read

0/25

Nothing checked yet

Work through each section honestly. This framework is designed to surface a CEO candidate’s strengths as well as any gaps. If you need additional support, reach out to our team.

Talk to Hunt Club

Hunt Club is the executive search partner VC and PE-backed high-growth companies trust to identify and secure the right hires for the job. We've built an integrated search platform and exclusive network to access talent traditional firms can't reach.

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