Y Scouts

We are in the business of finding purpose-aligned and performance-proven leaders who help organizations achieve their missions faster. Proud certified #BCorp.

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Hiring leaders: Are you really using AI in your hiring process?
Or just exploring it?

We're building a short benchmarking report based on real feedback from mid-market companies.
100% anonymous. 2 mins.

→ https://t.co/e5Tju8OP9X

[Y Scouts @YScouts]

At dinner, my daughter asked,
“Why do you eat so fast?”

Honestly, I had no answer.

Nothing was urgent.

But my default still was.

That stuck with me.

Most people don’t change under pressure.

They become louder versions of their defaults.

Leadership is the same.

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Is hiring the right high-performing leader part of your growth strategy for 2026? Get a free digital copy of my book, Hiring on Purpose, here: https://t.co/MUq6wCXsQt

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High-performing leaders get really good at pushing things down.

Stress. Frustration. Uncertainty.

They just keep moving.

Over time, they lose touch with what they’re feeling.

But emotions are signals.

Leadership isn’t just about thinking.

It’s about awareness.

[Y Scouts @YScouts]

Finding the right leader takes more than reviewing resumes and polished interview answers. If you want to understand the framework behind how we evaluate leadership alignment and reduce costly hiring mistakes, check out Hiring On Purpose: https://t.co/MUq6wCXsQt

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Over 64%* of Americans have admitted to lying on their resumes 🤯

In today's AI-driven world, creating and personalizing the perfect resume has never been easier.

But if everyone can do it, how do you spot the real deal?

As a recruiter and business owner, I’ve seen it all.

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Want to hire with more confidence and fewer regrets? Grab a free copy of Hiring on Purpose and learn the process purpose-driven companies use to avoid costly leadership hiring mistakes: https://t.co/MUq6wCXsQt

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Most hiring mistakes don’t reveal themselves in performance reviews.

They reveal themselves in behavior.

There was a time when companies could afford to wait 12 months before realizing a leadership hire wasn’t working.

That window is gone.

Today’s environment moves too fast:
• Leaner teams
• Faster execution cycles
• Higher expectations

You don’t need a year to spot misalignment anymore.

The signals show up early in how leaders:
•make decisions
•handle pressure
•communicate
•engage the team
•take ownership

But most organizations ignore the signs and hope things improve with time.

“Still ramping…”
“They just need another quarter…”

And suddenly you’re 9 months into a problem you could’ve identified in month 2.

Results take time.
Behavior doesn’t.

The best leaders create clarity quickly, build trust early, and move the business forward before they have all the answers.

That’s why the real work happens before the hire.

If you’re clear on what success actually looks like and the behaviors required to achieve it, you won’t need 12 months to know whether you made the right decision.

You’ll know.

[Y Scouts @YScouts]

Want a leader who can be the foundation of your next stage of growth? Get a free copy of my book, Hiring on Purpose, here:  https://t.co/MUq6wCXsQt

[Y Scouts @YScouts]

The best leaders are architecting the next 2-3 hires at all times.
That’s how companies scale.

But there’s a second part of that equation that almost no one talks about:

You are going to outgrow your leadership team.

And that’s where things get hard.

Because it’s not obvious.

These are good people.
People you trust.
People who helped you get here.

But scaling changes the job.

A leader who takes a company from 1 to 10 million is very different than the leader who takes it from 10 to 100.

Different problems.
Different complexity.
Different decisions.

So the real question becomes:

Are they the right leader for where you’re going… or just the leader who got you here?

That’s the decision most leaders delay.

And it’s one of the main reasons companies stall.

Because if you’re not thinking about this ahead of time…

You look up and realize you’re trying to build on a foundation that no longer supports what you’re trying to build next.

And at that point, the decision gets more expensive.

This isn’t about moving people out faster.

It’s about being honest about what the business actually needs next—and making decisions based on that.

What’s the earliest signal you’ve seen that a leader won’t be able to scale a business?

[Y Scouts @YScouts]

We’re excited to welcome Tyler Privette as our newest Search Director at Y Scouts!

Tyler brings nearly a decade of experience partnering directly with CEOs, CFOs, and HR leaders to build high-performing teams across Accounting, Finance, HR, and Operations.

He runs precise, consultative searches focused on long-term success, and has built deep, trusted relationships with high-caliber talent that never hits the market.

This supports our dedication to covert search since the best leaders aren’t applying to job posting – they’re already performing out in the field. 

Tyler has led confidential searches from Accounting Manager through CFO level, advising clients on compensation strategy, market dynamics, and organizational design along the way. 

At Y Scouts, we define success outcomes, align stakeholders, and then go find the one leader who can actually deliver on the business objective.

Tyler already works that way and we're looking forward to the impact he’ll have with our clients and the leaders we place.

Welcome to the team, Tyler!

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The strongest executive hires happen when leadership expectations, culture, and success outcomes are aligned from the start.

Learn how Y Scouts approaches leadership alignment and executive hiring differently → https://t.co/MUq6wCXsQt

[Y Scouts @YScouts]

The best executive search partnerships don’t feel transactional. They feel aligned.

When Paulus Engineering needed to fill a critical HR Director role, Zach Lewis wasn’t just looking for a recruiter. He was looking for a true partner invested in the long term success of the business and the people joining it.

That’s why the upfront work mattered.

Through deep role visioning, intentional discovery, and a highly collaborative process, Y Scouts focused on more than simply filling a seat. The goal was to identify an A level leader who could align with the company’s culture, contribute long term, and help the organization continue to scale.

“The juice is worth the squeeze… it really feels like a partnership.”

At the leadership level, hiring success comes from clarity, alignment, and trust, not pressure or speed alone.

Because great executive hiring isn’t about resumes and transactions.
It’s about finding leaders who elevate the business, develop others, and create lasting impact.

[Y Scouts @YScouts]

Most hiring systems are built for a recruiting paradigm that no longer exists.

The real shift isn’t automation; that part’s easy…

Faster sourcing.
Cheaper screening.
Cleaner coordination.

Great!

But hiring decisions are won in the parts that don’t scale:

- What success actually looks like
- Whether a team agrees on it
- How judgment gets applied when it’s unclear

That’s the layer most teams haven’t built properly.

And it’s the one AI will expose.

Right now, companies are trying to speed up the things they’ve always done:

- posting jobs
- reviewing resumes
- setting up interviews

But the problem was never, “How do we move faster?”

It was always, “How do we make the best decision?”

That’s why the best recruiters are the ones who redesign how decisions get made.

They’ll train AI to do the mundane tasks.

And then they’ll step in where it actually matters:

Judgment… alignment… conviction.

In this model…

The human part becomes more important—not less.

But only if you let the machine handle everything else.

If you don’t, you’re competing in the completely wrong arena.

What do you think would help make recruiting more human… as AI takes over the process?

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Ready to stop guessing and start hiring with clarity? Lets talk! 👉https://t.co/WzVq8uyPrW

[Y Scouts @YScouts]

If you don’t understand how candidates are using AI… you're already behind.

It’s true – Candidates are using AI to outsmart your hiring process.

• Resumes? Tailored in seconds with ChatGPT.
• Cover letters? Auto-generated, keyword-optimized, emotionally persuasive.
• Interview prep? Simulated in AI tools that mimic real questions and coach polished responses.

And if your process hasn’t evolved?
You’re hiring the best performers—not the best leaders.

At Y Scouts, we’ve been ahead of this curve for years.

We built our entire model to go beneath the mask – to see beyond the polished LinkedIn profile and the rehearsed answers.

Here’s how:
• Role Visioning defines success before the search even begins
• Covert Discovery gives us unfiltered insight into your culture and leadership DNA
• Our Leadership Model evaluates real behaviors – not just the right words

AI can fake a resume.
It can’t fake character, integrity, or values.

That’s where we win.
And that’s why the companies we work with make fewer hiring mistakes – and more meaningful progress.

If your interview process can be gamed by a language model, it’s time for a new process.

Let’s fix it.

Watch the video below and then let me know your thoughts in the comments.

hashtag#HiringOnPurpose hashtag#AIHiring hashtag#Leadership hashtag#ExecutiveSearch hashtag#YScouts hashtag#ModernRecruiting hashtag#CultureFit

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If you want to go beyond surface level hiring and build a team that actually drives growth,
grab a free copy of Hiring on Purpose here: https://t.co/MUq6wCXsQt

[Y Scouts @YScouts]

This photo was taken in Miami with Sheldon Harris, Max Hansen’s CEO Coach, during the CEO Coaching International 2026 Make BIG Happen Summit.

The summit brought together 400+ CEOs and leaders for a few days of stepping out of the day to day and into something bigger, rethinking leadership, growth, and what it actually takes to win in an environment that is changing this fast.

From early mornings walking and talking with other leaders to the kind of conversations later in the day that shift how you think, it created space to do what most leaders rarely get to do, zoom out.

The focus was clear:

- Exponential Leadership
 Adapting to AI, disruption, and constant change

- Collective Genius
 Surrounding yourself with people who raise your standard

- Vision in Action
 Turning ideas into execution that actually moves the business forward

And one thing stood out:

The leaders who are winning right now are not doing it alone.

They are intentional about who they learn from, who they listen to, and who they bring into their business.

That is exactly how we think about leadership at Y Scouts. Hiring is not about filling a role.

It is about bringing in the kind of leader who can operate in this environment, someone who can create clarity, align teams, and drive real momentum.

Because one great leader does not just contribute…

they change what the business is capable of.

[Y Scouts @YScouts]

Looking for the right leader for the next stage of business growth? Get a free copy of my book, Hiring on Purpose, here: https://t.co/MUq6wCXsQt

[Y Scouts @YScouts]

Most leaders are reactive when it comes to hiring.
They think: “What leadership gap do I have?”

And then they go try to fill it.

If you’re even somewhat reactive… you’re going to struggle.

The companies that scale don’t do that.

The leader is architecting the next 2 or 3 hires.
They’re thinking ahead.

They’re being intentional about how they build the leadership team.

And they understand something most people don’t:

“Not every leader is right for every stage.”

You have to understand:

- what type of leader you need
- what phase the business is in
- and when that leader will actually be effective

Because here’s the harsh reality:

You are going to outgrow your leadership team.

If your goal is to scale and continuously grow, that’s not optional.

And if you’re not thinking about that ahead of time…
It’s like building a house and then wanting to continue to build and build and build.

At some point, you’re going to have to rebuild the foundation.

The best leaders don’t just hire.
They architect.

When have you seen a company hire the right person at the wrong stage?

[Y Scouts @YScouts]

If you'd like to learn more about our leadership model that we use to vet rockstar candidates, check out this post here: https://t.co/CTFbnt5lm6

[Y Scouts @YScouts]

A bad hire has always been expensive Friend

But with the rise of Ai, now that impact compounds faster than ever.

It’s not just the salary or the search fee. It’s what happens after they step into the role

❌ Priorities get misaligned

❌ The wrong people get hired underneath them

❌ Strong performers start disengaging

❌ Execution slows (but no one can quite explain why)

And by the time it’s obvious something’s off, you’re already 6–12 months behind.

At the executive level, leaders don’t operate in isolation.

They shape systems and influence culture.

They set the pace for the entire company.

So when the wrong leader is in the seat, the damage spreads through the organization.

Most companies assume the issue is capability.
It’s usually not.

Most executives are capable.

They’ve done the job before and can talk about it convincingly.

The breakdown happens in alignment:

— Misalignment with the stage of the business

— Misalignment with how decisions get made

— Misalignment with the pace and expectations

— Misalignment with values under pressure

That’s what creates the compounding effect.

Because now you’re not just managing performance – you’re managing around the leader.

They way to fix it is to get ultimate clarity before the search ever starts.

Define what success actually looks like, and align your whole decision-making team around it.

Then hire someone who’s already wired to deliver that outcome.

That’s how you avoid the multiplier effect of a bad hire.