C-Suite Motivators to Move

We look into the key factors that influence candidates to move roles quite consistently in this market.

Yes, sometimes it can simply be down to the financial side of things, but we find the non-financial motivators fascinating as well as they often tell a bigger story about why people might be looking to move roles. Never is it more interesting to dive into these factors than at the C-suite level, where the reasons can often look a little different compared to less senior hires. 

One of the main things you'll likely notice from this list is that motivators to move for this level of candidate are rarely around the compensation and benefits package being offered. After all, a strong salary and overall package is a given at this level. The motivations are more around the opportunity presented to them, how it makes them feel, and can they see themselves making a real impact?

Desire to lead transformational change

One of the most common reasons cited is a desire to lead transformational change. The likelihood is that C-suite talent have many years of experience in a particular industry and consider themselves true experts in their area. The opportunity to use their knowledge to help an exciting start-up expand to new heights is the kind of opportunity for transformational change that excites top C-suite talent.

Putting this into the job advert and being crystal clear about the responsibilities that come with this role - literally using the words 'leading' and 'pioneering' to showcase the control and responsibility that comes with the position - will help to attract the right type of C-suite talent that is eager to lead in a new direction.

Mission alignment

C-suite talent will likely have their pick of roles available to them; top executive-level people can be hard to come by and will be in high demand across the industry. When it comes to the final decision, candidates have mentioned that the mission of a company can be a major factor. This seems to be particularly important in the medical technology space. Because a lot of companies are mission-led, candidates with strong morals often find themselves more attracted to a company where they feel aligned with their mission or their values.

As a company, it can be hard to influence this as C-suite candidates may choose to join a company with a mission close to their hearts, but it is a factor to consider when searching for C-suite talent. To help acquire the people who heavily align and believe in the mission that your company follows, make this a big aspect of communications surrounding the job when you go to market.

Leading a product category

There are countless product lines within Medical Technology, with many companies in each line making their own version and constantly innovating. So when an opportunity comes along for a C-suite talent to join the board of a company at the forefront of their product category, it can be hard to turn down for many reasons. The work being done will have a high impact in the industry, and in turn have a high impact on patient welfare. There is also the appeal of working with, and learning from, other talented professionals that have helped to build the product line to the strong position it's in.

The same is true for start-ups that are entering into new, emerging markets. Think about the likes of AI, wearable tech, and other industries that are still relatively early into their lifecycle, the opportunity to join a company and quickly become the leading name in the category is very real.

Make sure that when pitching your proposition to C-suite talent that you include the areas where you are leading the industry on top of the areas where you see them making the biggest impact.

Personal legacy

This is one of the most interesting factors we've heard from our conversations in the market. Some executive-level candidates have mentioned their desire to leave a 'personal legacy' in their market. It's all around making a mark more than just in their company, but in the industry as a whole. The best way to go about this is by consistently providing value through widespread content, mentoring others from within and outside the organisation, and being a leading voice that is contributing towards positive change.

As a company, making it clear that you will provide the opportunity and resources to help ambitious talent to achieve their personal goals can be a standout benefit in a sea of similar packages available to them.

Here's our list of some of the main non-financial reasons we've heard from talent in the industry. Interested in the expected salary package for a range of roles across the C-suite? Download our Medical Technology C-suite Report for exactly that!