The Direct Sales Executive Knowledge Center™

Knowledge Paper KC-011

Writing an Executive Position Profile

Category: Executive Search

Reading Time: 10–12 Minutes

Audience: CEOs • Presidents • Boards • HR Leaders

Version: 1.0

Published: August 2026

Author: Craig A. Fleming

Executive Summary

An executive position profile is the blueprint for a successful executive search. It defines the outcomes, leadership expectations, and competencies required for long-term success before the first candidate is identified.

Executive Quote

“Don't recruit for a job description. Recruit for the results the executive must achieve.” — Craig A. Fleming

The Question

What should an executive position profile include?

Quick Answer

An effective executive position profile defines the strategic purpose of the role, expected business outcomes, leadership competencies, reporting relationships, organizational culture, decision-making authority, and the measures of success. It creates alignment among everyone involved in the hiring decision.

Why This Matters

Without a shared definition of success, interview teams often evaluate candidates using different standards. A comprehensive position profile improves consistency, reduces hiring risk, and increases the likelihood of selecting the right executive.

Core Components

· Purpose of the position

· Business objectives for the first 12, 24 and 36 months

· Leadership competencies

· Industry and functional experience

· Reporting relationships

· Decision-making authority

· Measures of success

Detailed Answer

The executive position profile should be developed collaboratively by the CEO, board members, and key stakeholders before recruiting begins. It serves as the foundation for candidate sourcing, interview questions, assessments, and final evaluations. Rather than describing routine responsibilities, the profile should define the results the organization expects the executive to deliver.

In direct selling companies, the profile should also reflect industry-specific expectations such as field leadership, distributor engagement, compensation plans, compliance, international growth, digital transformation, and organizational culture. Every finalist should then be measured against the same profile, creating a more objective and disciplined hiring process.

Executive Perspective

The strongest executive searches I've led all started with clarity. When organizations clearly define success before recruiting begins, outstanding candidates become much easier to recognize.

Common Mistakes

· Using an outdated job description.

· Focusing on activities instead of outcomes.

· Changing expectations during the search.

· Overlooking leadership style.

· Failing to define measurable success.

Best Practices

· Gain stakeholder alignment early.

· Define success before interviews.

· Use the same profile for every candidate.

· Evaluate leadership and culture fit.

· Review the profile during onboarding.

Key Takeaways

· A position profile guides the entire search.

· Outcomes matter more than tasks.

· Consistency improves hiring quality.

· Leadership fit drives success.

· Preparation reduces risk.

Related Knowledge Papers

· KC-007 | Our Executive Search Process

· KC-008 | How We Evaluate Executive Candidates

· KC-010 | Preparing for an Executive Search

· KC-012 | Building an Executive Interview Process

· KC-013 | Executive Interview Questions That Reveal Leadership

About Direct Sales Experts

Direct Sales Experts Inc. specializes in confidential retained executive search and strategic consulting for the global direct selling profession.

About the Author

Craig A. Fleming is Founder & CEO of Direct Sales Experts Inc. With more than five decades of executive leadership and recruiting experience, he has advised organizations worldwide on executive search and leadership strategy.

Contact Craig A. Fleming

Craig A. Fleming

Founder & CEO

Direct Sales Experts Inc.

www.DirectSalesExperts.com

Craig@DirectSalesExperts.com

407-489-3351

Copyright Notice

This Knowledge Paper is part of The Direct Sales Executive Knowledge Center™. Sharing in its original form with attribution is permitted. Commercial reproduction requires written permission from Direct Sales Experts Inc.