Three-point shooting changes games in March Madness.
Recently, we came close to hitting three of our own in a single executive search, and it was a powerful reminder of why the strength of a candidate slate matters so much.
Every March, like millions of people across the country, I find myself drawn into the chaos and excitement of NCAA tournament basketball. The upsets. The buzzer beaters. The underdogs that suddenly catch fire.
And one thing has become increasingly clear in today’s college game: teams that can consistently shoot the three have a real advantage.
One hot stretch from beyond the arc can change everything in seconds. A comfortable lead disappears. Momentum shifts. The game feels completely different.
Three shots. Nine points. Game changed.
Recently, while watching a tournament game where a team hit three consecutive threes, I was reminded of something that happened here at Cornerstone Executive Search.
We almost hit three 3s of our own.
A Search That Nearly Produced Three Hires
Not long ago, a client engaged us to recruit a key executive leader. It was an important role with high stakes, so we followed the same process we bring to every search.
Our goal was simple: deliver a slate of candidates any organization would feel confident hiring.
Not just one or two strong options.
A real slate.
As the search progressed and we began presenting candidates, something interesting happened. The client wasn’t impressed with just one or two individuals, they were impressed with nearly everyone we introduced.
At one point, the conversation shifted.
Instead of asking, “Which one should we hire?” the client began asking a different question:
“Is there a way we could bring more than one of these people into the organization?”
The original role was filled successfully. Beyond that, the client hired a second candidate from the same slate and gave serious consideration to a third for another leadership need.
We didn’t quite get to three hires from one search.
But we came close.
And that experience reinforced something we’ve believed for a long time.
Why Our Process Is Built This Way
At Cornerstone Executive Search, we design every search around one guiding principle:
Clients deserve real choice.
That’s why our process is intentionally built to deliver a slate of at least five hirable candidates for every search engagement.
Not resumes.
Not “maybes.”
But leaders who could realistically step into the role and succeed.
Unfortunately, many companies have experienced the opposite. They receive two or three candidates and are asked to choose the “best of the bunch,” even when none of them feels like a clear winner.
That puts organizations in a difficult position. Instead of selecting the strongest leader, they end up making a compromise.
We believe there’s a better way.
The Advantage of a Deep Bench
When a client sees five strong candidates, the entire dynamic changes.
Instead of making a decision out of limitation, they begin comparing strengths.
Instead of worrying whether the role can be filled well, they gain confidence that multiple people could succeed.
And occasionally, something even more valuable happens.
Leaders start looking at the slate and thinking bigger.
They begin asking:
“How could we bring more of this caliber of talent into our organization?”
That’s when an executive search stops being a transactional hire and starts becoming a strategic talent opportunity.
The March Madness Parallel
The best teams in the tournament don’t rely on one player taking one desperate shot at the end of the game. They build systems that create multiple quality opportunities.
They move the ball.
They space the floor.
They generate options.
Executive search should work the same way.
Our job isn’t to give clients one shot.
Our job is to create multiple opportunities to score.
And every once in a while, when the stars align, you get one of those moments that feels like three shots falling from beyond the arc in rapid succession.
Nine points in a hurry.
Game changed.
That’s the kind of outcome we’re always working toward.
Because when our clients win, that’s when the real celebration begins.
If you’ve ever wondered what a truly deep candidate slate could look like for your leadership team, I’d be happy to have that conversation.
