Selecting the right Managing Director (MD) is a critical decision with far-reaching consequences. They become the nucleus of your organisation, orchestrating strategic direction, operational excellence, and ultimately, the trajectory of your success. Their CV/resume, therefore, serves as a crucial first impression, offering a glimpse into their capabilities and potential fit with your organisation’s unique DNA.
In addition to asking the right questions of an MD at an interview, it is important to first decipher their CV and know what to look out for.
10 Steps To Reviewing The MD CV
Decoding a Managing Director’s CV requires a discerning eye and a structured approach. This guide equips leaders with the necessary tools to efficiently review these documents. The following 10 steps offer a good structure to approach a CV review for any Managing Director candidate,
1. Clear and Concise Summary
The CV should begin with a compelling executive summary that encapsulates the candidate’s career highlights and leadership style. This section provides a snapshot of their professional persona and should be tailored to reflect their suitability for the role of Managing Director.
What to Look For:
- A succinct summary that outlines key achievements, leadership qualities, and strategic vision.
- Evidence of a track record in leading organisations or departments, including notable accomplishments.
2. Relevant Experience
Experience is a critical component of a Managing Director’s CV. Look for roles that demonstrate leadership, strategic thinking, and the ability to drive organisational success. The candidate’s career history should show progressive responsibility and relevant industry experience.
What to Look For:
- Previous roles with significant leadership responsibilities, such as CEO, General Manager, or other senior executive positions.
- Achievements in those roles, such as successful mergers, revenue growth, cost reductions, or market expansions.
- Experience in managing diverse teams and complex projects.
3. Demonstrated Leadership Skills
A Managing Director must exhibit strong leadership skills. The CV should highlight examples of how the candidate has effectively managed teams, developed talent, and led organisational change.
What to Look For:
- Specific examples of leadership achievements, such as leading major projects, turning around underperforming departments, or driving strategic initiatives.
- Evidence of mentoring or developing future leaders within the organisation.
4. Strategic Vision and Achievements
The ability to craft and execute a strategic vision is essential for a Managing Director. The CV should detail the candidate’s experience in setting strategic goals and achieving them.
What to Look For:
- Instances where the candidate has formulated and implemented long-term strategies that resulted in significant business improvements.
- Achievements related to strategic goals, such as expanding into new markets, increasing profitability, or launching successful products.
5. Quantifiable Achievements
Quantifiable results provide concrete evidence of a candidate’s impact. Look for CVs that include measurable achievements to demonstrate the candidate’s effectiveness in previous roles.
What to Look For:
- Specific metrics related to performance, such as revenue growth percentages, cost savings, market share increases, or other key performance indicators (KPIs).
- Examples of how these metrics were achieved, showing the candidate’s role in driving these outcomes.
6. Educational Background and Professional Development
The educational qualifications and professional development of a Managing Director are crucial. Look for relevant degrees, certifications, and ongoing professional education that support their role as a leader.
What to Look For:
- Advanced degrees in business administration, finance, or related fields.
- Additional qualifications such as executive education programmes, industry certifications, or memberships in professional organisations.
7. Industry Knowledge and Network
A Managing Director should have a deep understanding of the industry in which the company operates. The CV should reflect industry-specific knowledge and a network of professional connections that can benefit the organisation.
What to Look For:
- Experience in the relevant industry and an understanding of its challenges and opportunities.
- Evidence of an established network of industry contacts, which could be beneficial for business development and partnerships.
8. Cultural Fit and Soft Skills
Cultural fit is vital for a Managing Director, as they need to align with the company’s values and culture. Look for indications of soft skills such as communication, negotiation, and adaptability.
What to Look For:
- Examples of how the candidate has successfully navigated organisational culture and led teams with varying dynamics.
- Soft skills demonstrated through leadership style, conflict resolution, and adaptability in changing environments.
9. Professional Achievements and Recognition
Recognition from peers, industry awards, and other accolades can provide insight into a candidate’s reputation and credibility within their field.
What to Look For:
- Awards or recognitions related to leadership, innovation, or business achievements.
- Positive testimonials or endorsements from previous employers or industry leaders.
10. Presentation and Professionalism
Finally, the presentation of the CV itself should reflect the professionalism expected of a Managing Director. A well-organised, error-free CV speaks volumes about the candidate’s attention to detail and professionalism.
What to Look For:
- A polished, well-structured CV with clear headings, concise language, and no grammatical errors.
- Consistency in formatting and a professional tone throughout the document.
Concluding Thoughts
In conclusion, decoding Managing Director CVs requires a holistic yet detailed approach. Ultimately selecting the Managing Director who can steer their business is one of the most critical people decisions a company can make. It is often necessary to get professional assistance in the executive search and selection process. This is why the vast majority of companies – even those with the largest internal talent teams still rely on executive search firms.
While a well-crafted CV is crucial, it’s just the first chapter in the assessment journey. Other considerations are important, including;
- References: Validating what you understand to have been achieved.
- Psychometric Assessments: Expert personality profiles specifically focused on leadership roles are a must.
- Case Studies and Presentations: Present real-world challenges or business scenarios and observe the candidate’s problem-solving approach and decision-making skills.
- Don’t Just Put a Job Advert Out: Most senior leaders we hire on behalf of clients were not actively looking for a job and therefore not looking at job boards, to benefit from exploring the entire market available you should weigh up the costs of using professional executive search firms v’s the risk of trying to do it in-house!
Remember, hiring an MD is not just filling a position; it’s about entrusting the very future of your company to a capable and visionary leader. If you are looking for some support, contact us for an informal discussion in the first instance.
