March 11, 2026
Ferrari had the fastest car. They lost the championship because the organization couldn't execute. One mistake is a driver error. Repeated mistakes are an organizational system. Before you replace talent, diagnose the architecture.
March 13, 2026
Early in my career, I mistook pattern recognition for authority. Twenty years taught me it's a lens, not a verdict. Predicting the pattern doesn't mean you can prescribe the solution. Here's what advisory work actually looks like after two decades.
April 24, 2026
The most expensive executive contracts aren't wrong hires — they're right hires locked at the wrong moment. Performance peaks are the most dangerous time to commit. What the Red Bull–Pérez contract mistake reveals about how companies overcommit to good talent at exactly the wrong time.
May 13, 2026
Fifty employees. No handbook. No onboarding. No performance framework. The founder said they hadn't needed HR yet. Three employment issues later, they needed it retroactively. Companies don't delay the first HR hire because they don't need it — they delay it because people infrastructure fails slowly, until it doesn't. When the hire should actually happen, what level to hire, and what the first 180 days should look like.
May 18, 2026
never there. Most companies discover they'd built a person, not operations. At scale, you don't discover your operations. You discover whether you ever had them.
May 27, 2026
In a family business, the CFO isn't managing numbers — they're translating between generations. And every translation favors one side. What happens when that translation goes wrong, the three traps that claim most family business CFOs, and what the right calibration actually requires.
June 1, 2026
The resume tells you what they've done. References tell you what others remember. Neither tells you whether they will work here. After twenty years placing C-suite leaders across the U.S. and Mexico, one conviction has survived every search, every miss, every surprising success: the right hire is a function of calibration, not talent. The three signals that predict executive success more reliably than credentials — and how great searches start differently.
June 10, 2026
The counterintuitive hire is not a gamble. It only looks like one when the search is built around credentials instead of conditions. Why the candidate who makes the committee nervous is sometimes the only one calibrated for the role — and the three dimensions that checklists systematically underweight.
June 15, 2026
Title inflation starts when a company treats titles as free currency. It ends when the company discovers they were never free. Every inflated title carries an implied claim on authority, accountability, and decision rights — and if those claims are not designed, they become political. This is also where many executive searches start badly: hiring a senior leader to "bring clarity" into an architecture built to avoid it.
July 6, 2026
She ran a $400 million P&L across three countries and didn't get the board seat. The nominating committee's verdict: "We'd hire her in a heartbeat. But we didn't see her as a board member." That sentence is the gap most first-time board candidates fall into without knowing it exists. Boards do not fill seats. They fill gaps. The résumé gets you considered. Governance judgment gets you appointed.
July 8, 2026
The 2026 World Cup ends July 19. The 6-to-18 months after it — the Legacy Leadership Window™ — will determine whether the tournament was a spectacle or a platform. Across legacy organizations, Liga MX professionalization, sponsor activation transitions, and venue leadership, Mexico's post-World Cup talent market will be one of the most important executive search moments in Latin American sports. A renovated stadium is not a business model. The leaders placed in the window will decide what comes next.