We get involved in a lot of leadership succession planning projects where clients have internal candidates that they want to benchmark against external ones, usually from a competitor.

Our headhunting process is very robust and allows us to dig deep, engage with the target industry potential candidates and deliver a high calibre candidate shortlist for our clients to assess and benchmark against their internals.

We have genuinely found some superstars but it is common for companies to opt for their own mainly due to a nervousness around continue with who you already know, reduce the risk of an external failure because they don't know the company and its culture.

This Harvard article makes interesting reading and confirms that internal appointments will provide a better impact in the short term but that external hires will add more over a 5 year period.

Looks like short term pain definitely leads to long term gain!!