When a highly compensated Executive fails within their first year, it is rarely due to a lack of skill or intelligence.

It is almost always a predictable Architectural Mismatch. You hired a "startup speedboat" and dropped them into a "corporate aircraft carrier." The result? They hit the 6-Month Executive Wobble. They disengage, the culture fractures, and your company absorbs a massive, unrecoverable financial loss in recruiting and rehiring costs and lost momentum.

Search firms don't pay the tax of a failed executive hire—you do. Stop relying on gut-feeling interviews and standard behavioral questions. You need forensic risk mitigation.