Here’s what we’re seeing with growth-stage companies: The ones who hire well aren’t just moving fast — they’re clear about what they need. Not just skills on a job description, but the specific expertise that will unlock their next phase of growth.
That clarity matters more than ever. Across our client base, we’re seeing sustained demand for ML/AI specialists, finance leaders, operational and people ops leaders—but the bar has shifted. Companies aren’t just looking for technical expertise. They need leaders who bring a relationship-first, curious, open-minded approach to complex stakeholder environments.
The opportunity isn’t just hiring for today. Growth-stage companies need talent with capabilities that can scale through rapid expansion, potential acquisitions, and IPO readiness. The differentiator isn’t skill sets alone—it’s finding people who align with the company’s long term (which, in this market, “long term” seems to be three years…) and can hit the ground running.
Getting this right matters because the alternative is costly. Bad hires drain resources—not just in wasted salary and recruiting costs, but in the management time and team morale that suffer in the process. We have all experienced that truth, yet sometimes it’s helpful to remember it when you’re making a decision about your next hire.
How This Works: The Springline Story
Erin McAuley was a prior satisfied client at eBay, so when she landed a new job at a high-growth accounting and advisory firm, Springline, she called us to help her reflect and take action for what mattered most in her first 90 days. Through our partnership, we were able to promptly fill her critical Head of Talent Acquisition role with a candidate that fit with her long-term talent strategy. We also addressed her immediate capacity needs by delivering on an interim Chief of Staff.
Our collaboration soon expanded beyond her team. When the CFO needed a Controller, we jumped in to deliver a slate of top-notch options almost immediately. He shared, “Forshay was able to quickly provide me with a list of desirable controller candidates who were considerably stronger than candidates provided by other firms in the past. The successful candidate that we hired was presented within the first two weeks of starting the search! Forshay’s strong communication and support with the candidate and our team helped us fill the role sooner than expected.”
When Springline’s leadership team needed someone to manage their offshore operations, we co-designed (a key part of our process is co-creation) and filled an SVP Global Operations role.
The most impactful aspect within this partnership is that building teams begins at the relational level – we listen deeply to understand team dynamics and culture, then co-design creative solutions that prioritize contextual fit alongside skills to address their real business needs.
Testing Before Committing
After working with dozens of growth-stage companies, we’re seeing how effective—and cost-saving—it is to engage interim and fractional leaders while validating fit.
Fractional executives deliver experienced leadership at 60-70% less cost than traditional full-time executives. But it’s not just about the price tag. Research shows that 46% of new hires fail within 18 months, and when it comes to externally hired executives, that number climbs to 50%. Bringing in experienced fractional leaders lets you test fit and effectiveness before committing—significantly reducing your risk.
We place C-level and senior leaders (CFOs, COOs, VPs of People, ML/AI specialists) to cover gaps quickly, drive outcomes, and preserve culture. This gives you time to clarify what “right fit” actually means as you scale.
One client recently told us their interim CFO saved them six months of false starts and dead ends—which, when you consider how long it takes to fill a leadership role, adds up to real competitive advantage.
Our Approach: Partnership Over Process
For growth-stage companies, we start by listening—understanding your team dynamics, culture, and where you’re headed. Then we work together to identify not just what skills you need, but who will actually strengthen what you’re building.
This relationship-driven approach takes the long view because your needs will evolve as you grow. We help you build leadership capability and team cohesion, not just fill the role.
After all, 89% of hiring failures are due to attitudinal reasons, not lack of skills. When you’re growing fast, getting the cultural and interpersonal fit right matters as much as technical capability.
Ready to Build Your Leadership Team?
If you’re building your leadership team and want a partner who starts by understanding what you’re building, let’s talk. We’d welcome a conversation about your growth plans and how we can help.
