LER 565  ·  HRM & STRATEGY  ·  WEEK 5
The Shortlist
Four finalists for one role — make the case for the best hire.

Your panel is hiring a new Team Manager. Each finalist below is a real option; weigh the trade-offs and be ready to argue your pick.

The Proven Performer
Marcus Cole
Background Top rival firmExperience 11 yrsResults Top quartileTeam 360 3.4/5Level SeniorFlight risk Low

Strengths

  • Elite track record of results
  • Delivers under real pressure
  • Raises the bar on output

Watch-outs

  • Abrasive with peers
  • Leaves churn and turnover behind
  • Commands a senior salary
The People Leader
Priya Nair
Background Internal transferExperience 7 yrsResults Solid, steadyTeam 360 4.8/5Level MidFlight risk Medium

Strengths

  • Exceptional at developing people
  • Trusted, drives high engagement
  • Strong cross-team relationships

Watch-outs

  • Lighter on technical depth
  • Softer on the hard calls
  • Has competing offers
The Steady Hand
Tom Reilly
Background Mid-size firmExperience 9 yrsResults On targetTeam 360 4.3/5Level MidFlight risk Low

Strengths

  • Dependable across the whole role
  • Good on people and delivery
  • Low-drama, low-risk hire

Watch-outs

  • Passed over for this step twice
  • His team’s output flat three years
  • No standout strength to build on
The Fast Riser
Zoe Chen
Background Scale-upExperience 3 yrsResults Rapid early winsTeam 360 4.2/5Level StretchFlight risk High

Strengths

  • Steep upward trajectory
  • Fresh, modern playbook
  • Affordable, high ceiling

Watch-outs

  • Limited management experience
  • Unproven at scale
  • Likely to be poached
Each finalist is strong on a different axis and weak on another, so there is no obviously correct hire — the right answer depends on what your panel decides the team needs. Argue your case from the facts above.
Ryan LamareLER 565 · Closed Session · Shortlist