Is Absoluteness in Hiring Even Realistic?

“1989 Martial arts drama in which a misfit team of American kickboxers must undergo rigorous training for an all-important contest against a ruthless Korean team.”

Best of the Best

In today’s business landscape, the role of a Chief Sales Officer (CSO) is more critical than ever. Yet, not every company needs a full-time, permanent CSO. This is where the Fractional CSO model comes into play, providing companies with executive-level sales leadership on a part-time or project basis. But how do you ensure success in recruiting a Fractional CSO?

I was recently asked if I would provide the “best of the best.” To me, this label of absoluteness is ridiculous, and in the context of finding the right Fractional CSO for an individual business it makes no sense. Here is why:

When you hear the phrase "best of the best," it often conjures images of high-performing individuals with impressive resumes, a track record of success across industries, and a reputation for delivering stellar results. For many companies, particularly those aiming for rapid growth or an ambitious sales transformation, bringing in the “best of the best” seems like a no-brainer.

Here's their thinking:

1. Proven Success: A high-caliber Fractional CSO with a history of success at major companies will likely bring confidence to the leadership team. They’ve faced big challenges and developed strategies that resulted in exponential growth. These "sales superstars" come with a deep toolkit of strategies, systems, and networks.

2. Industry Recognition: Top-tier talent often has a well-known name in the sales leadership community. This can lend credibility to your organization, especially when working with investors or clients who value the prestige of an industry expert.

3. Broad Expertise: The best of the best typically have worked across multiple sectors and markets, giving them a broader view of what works (and what doesn’t) in sales. Their experience means they’re more likely to know what buttons to push to get rapid results, which can be invaluable in a fast-paced, competitive business environment.

However, while the appeal of hiring the best might seem obvious, there’s a potential downside. Because top-tier talent doesn’t always mean the right fit for every business. Here’s why focusing only on hiring the absolute best can backfire:

1. Overqualification and Mismatch: What works in one business environment may not work in another. A Fractional CSO with global enterprise experience may struggle to connect with the realities of a smaller or niche business. They may be used to massive budgets, large sales teams, and extensive resources—things your company may not have. Being the best in one context doesn’t guarantee success in another, and sometimes, a superstar hire can feel like an awkward fit.

2. Cost and Availability: Top talent commands top pay. Fractional CSOs with extensive experience and reputations may price themselves out of your budget or have limited availability. This could lead to your company spending significant amounts of money but not necessarily receiving a proportional return on investment if their strategies don’t align with your immediate needs.

3. Cultural Fit and Long-Term Sustainability: While a high-profile Fractional CSO can be a powerful change agent, they may not always align with your company’s culture or long-term vision. A mismatch in values or working style can create friction with existing teams, ultimately leading to subpar results.

Now let’s consider the other option:

Hiring a Fractional CSO based on the PerfectMatch™ system against your specific job needs and for fit into your company culture.

A Fractional CSO who is the perfect match has experience directly aligned with your current business challenges. For example, if your company is in a niche industry or dealing with specific sales obstacles, a CSO with experience solving similar problems will be far more effective than a generalist with broader but less focused expertise.

The perfect match isn't just about technical skills or sales experience—it's also about fitting within your company’s culture. A Fractional CSO who understands your organizational dynamics and shares your values will have a much easier time building rapport with the team and gaining the trust of stakeholders.

A perfect match is often more cost-effective. By hiring someone who fits your exact needs, you avoid overpaying for unnecessary experience or prestige. This alignment of expectations ensures you’re getting value for your investment, rather than simply buying a resume.

Fractional CSOs who are the right fit often stay engaged longer, even in a part-time role. Since they align well with your business and culture, their strategies are more likely to be sustainable over time. They won’t implement solutions that look good on paper but lack practicality for your team to maintain.

Stay away from using ridiculous labels, superlatives, and absoluteness. Rather focus on your specific needs when hiring and find the Fractional CSO that checks all the boxes.

Talk to us how to accomplish the Perfect Match.