Inside Mantra’s Search Process: Q&A with Suzanne Mulholland on Alignment, Fit, & Future Thinking
We sat down with Suzanne Mulholland, Director of Mantra’s People, Culture & Commercial Strategy to unpack what makes our approach to leadership recruitment different. From cultural fit and long-term alignment to avoiding common hiring pitfalls, Suzanne shares how we help organisations go beyond simply filling roles and instead find transformative leaders who are equipped to shape the future.
Q1: What makes Mantra’s Strategic Search approach different from traditional recruitment?
At Mantra, we go way beyond filling roles. For us, it’s about shaping leadership that drives long-term success. Traditional recruitment often focuses on skills and experience matching. In contrast, we take a deeply consultative approach, aligning the search with your values, strategic goals, cultural dynamics, and future vision. We look at where the organisation is heading (not just where it is today) and identify leaders who can grow with and shape that journey. We also consider the existing team and culture to ensure that the new addition will ensure continuity and success.
Q2. How do you assess whether a candidate is not just qualified, but the right fit for an organisation’s culture and vision?
We use a combination of persona mapping, in-depth screening interviews, and CEO/HR input to assess fit. For us, cultural fit is not just about hiring someone who merely "gets along", it’s about identifying individuals whose values, leadership style, and decision-making approach resonate with your ethos and ambitions. We also look at a candidate’s track record of adapting to and shaping culture, especially in times of change or growth. We are truly committed to finding your “unicorn”.
Q3. In your view, what are the biggest mistakes organisations make when recruiting for leadership roles?
A common mistake is rushing into getting someone in place, prioritising immediate gaps over long-term alignment. Organisations sometimes default to hiring based on past titles or sector familiarity, overlooking leadership agility and strategic foresight. This approach can completely close you off to huge possibilities. A leadership vacancy is a super opportunity to reassess the structure and scope of a role so we will always encourage and support you to do that. Another error is failing to include diverse perspectives in the recruitment process, which can lead to blind spots so we will always challenge that. And finally, underinvesting in onboarding and integration often undermines even the best recruitment processes so we can also provide coaching through our Mantra Thrive Programme to support the first 100 days to ensure the best outcome.
Q4. Why is it so important to align leadership recruitment with long-term strategy, and not just short-term need?
Leadership decisions shape the trajectory of an organisation. When recruitment is driven solely by current gaps, you risk hiring someone who is reactive rather than visionary. This can be driven by a pressing need to have someone in place to settle a team or to ensure an income stream. At Mantra, we can also provide interim support to ensure you don’t rush into a permanent placement giving you time to assess the real need. Alignment with long-term strategy ensures that your leaders can innovate and scale, anticipate challenges, and embed a culture of excellence and resilience. It’s about succession planning that’s future-ready not just present-capable.
Final Thoughts
Recruiting for leadership is one of the most powerful strategic moves an organisation can make. At Mantra, we treat it with the depth, care, and creativity it deserves. We help you pause, reflect, and then act with confidence, ensuring that the people you bring in are more than just capable. They’re aligned, future-focused, and ready to lead transformational change.
To find out more about our Strategic Search services or to have a confidential conversation with Suzanne about your next hire, visit www.mantrastrategy.ie or email Suzanne.mulholland@mantrastrategy.ie