Carl Kutsmode is the Senior Vice President of Talent Consulting & Executive Search at TalentRise. He’s also just a really good dude, plain and simple. So when our team asked Carl for his takes on the evolution of the C-suite in today’s talent landscape, we knew we’d in for a treat. True to fashion, Carl did not disappoint.

Find out what the executive-level talent pro had to say about the emergence of a “new” C-suite in today’s workforce in this short interview.

Getting to know the new C-suite

For the past two years or so, C-level executives have been retiring or taking their talents to new organizations. As a consequence, new C-suite leadership positions have emerged—but business leaders must be prepared to accommodate this new era of leadership.

What are some of these new C-level positions, what are their roles and responsibilities, and what salary range would they expect to earn?

CARL: Chief Commercial Officer is a hybrid role that combines strategic operations, product development, marketing, and sales abilities. I’d need to run Emsi to confirm, but I’ve seen a wide range of salaries between $225K and $500K.

Related: 7 Interview Questions to Ask Chief Technology Officer (CTO) Candidates

Related: From diversity to data, these 10 roles are rising fastest in C-suite hiring

Filling seats in the new C-suite

Even before the pandemic, going back to 2017, we’ve seen younger, more diverse talent (women and minorities) in their 40s and 50s take the reins of top jobs. Before that, these positions skewed mainly towards older white men over 60.

What tools, resources, or ideas should business leaders consider when hiring for these positions? Conversely, what skills and competencies should exist among newcomers to the C-suite?

CARL: Firstly, I’d encourage people to look at some statistics about gender diversity and racial and ethnic diversity in the boardroom.

As far tools, I’d recommend the following:

  • Use behavioral and cognitive “Fit” assessment tools like the Predictive Index to add significant insight into the future performance, culture, and team fit of a newly hired leader.

These tools can provide key insights into a person’s:

  • Work style (i.e., traditional vs. innovative or “outside the box”)
  • Level of collaboration in decision making (which is important to today’s younger, diverse, generation who crave inclusion)
  • Flexibility to adapt to today’s rapidly changing Covid world

When onboarding a new executive, these assessment insights will help the new leader:

  • Assimilate into the company’s culture
  • Gain insight into other team members’ workstyles
  • Develop the confidence needed to succeed as soon as possible

Again, the Predictive Index is an invaluable tool to use here.

In terms of skills, new C-suite leaders should be intuitive leaders who are agile, inclusive, and willing to embrace a remote work model.

Related: 13 Executive Skills & Competencies for Leaders in 2022

Related: 5 Tips for Success in Your Executive Search

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