1. It’s all about the company, not the leader you want to attract
Most role descriptions start with paragraphs about “our mission” or “our history”. But a senior candidate wants to know how their leadership will make a difference. Start with impact: what strategic challenges will this person solve, what influence will they have, and how will success be measured?
2. Filled with corporate clichés and empty buzzwords
Words like dynamic environment or innovative culture are overused and underexplained. They fail to differentiate you. Replace them with tangible examples of scale, complexity, or strategic change. Senior leaders seek substance, not slogans.
3. Unrealistic or inflated requirements
Some descriptions read like a fantasy list: “15 years of experience”, “deep technical expertise”, “entrepreneurial mindset”, “strategic vision”, and “hands-on execution”. While ambition is good, perfection is not realistic. Focus instead on the capabilities and leadership behaviours truly critical for success.
4. Lack of salary transparency
Senior candidates don’t expect full disclosure, but they do expect direction. A competitive, clearly defined range or an indication of total reward (including equity or bonus potential) builds credibility and filters out mismatches early. Transparency signals trust and maturity.
5. An outdated focus on formalities
Requesting long motivation letters or asking for academic-style applications feels out of touch with modern executive hiring. At this level, meaningful dialogue matters more than paperwork. Use a short introductory call to explore motivation and fit — it’s far more authentic.
6. Slow and impersonal selection processes
Top talent moves quickly. When companies take weeks to respond or reschedule interviews endlessly, they lose momentum — and candidates. Treat senior applicants with the same urgency and respect as a key client: acknowledge interest within 48 hours and plan interviews promptly.
7. Lack of tone, personality, and storytelling
Senior professionals are not persuaded by lists of tasks. They want to feel a sense of purpose and chemistry. Describe the real context: the culture, leadership style, and strategic challenges. Include quotes or insights from the CEO or investors to give authenticity and voice.
8. Ignoring flexibility and modern leadership expectations
Executives increasingly value flexibility and trust, not just compensation. Hybrid leadership models, outcome-based performance, and autonomy in decision-making are now standard. Make these aspects explicit — they signal progressive thinking.
9. No vision of growth or influence
A strong leader looks for a legacy, not a job. Yet many descriptions fail to show how the role contributes to long-term impact. Explain how this position will shape the company’s next growth phase — whether through expansion, profitability, or organisational maturity.
10. Missing emotional connection to mission and impact
The EV Charging industry is built on purpose, yet many texts sound sterile. Senior candidates want to see how their leadership will accelerate the energy transition or shape Europe’s charging infrastructure. Emotion, used intelligently, inspires engagement.
Drawn to clarity, honesty and vision
Attracting senior talent in the EV Charging space requires more than describing duties. It’s about crafting strategic narratives that combine business ambition with human purpose. Role descriptions should position the opportunity as a platform for impact, personal growth, and leadership influence.
Top executives are drawn to clarity, honesty, and vision. When companies shift from “what we need” to “what you can build here”, they stop advertising vacancies and start inspiring futures.
EVBoosters: your executive search partner in EV Charging
Since 2018, EVBoosters has helped EV charging companies across Europe attract and hire senior and executive leaders who drive real growth. With deep sector knowledge and a proven search methodology, we connect you to leaders who can scale your business and accelerate the transition.
