A Deputy CEO can strengthen a CEO and a business — or create confusion — depending on how the role is defined and hired. Here is how to get it right.
Define the purpose first
A Deputy CEO role serves different purposes — a genuine partnership sharing the running of a large or complex business, or a succession role preparing a CEO-in-waiting. Before hiring, be clear which it is, because it shapes everything: the profile, the remit, and the expectations on both sides. A Deputy CEO hired without clarity about whether they are a partner or a successor causes confusion and disappointment. Defining the purpose is the essential first step.
Complement the CEO
A Deputy CEO works most effectively when their strengths complement the CEO's — covering what the CEO lacks or cannot focus on, rather than duplicating them. Understanding the CEO's strengths and gaps, and hiring a deputy who genuinely complements them, is central. The pairing should make the leadership stronger together than either alone, which requires deliberate thought about fit of capabilities, not just individual strength.
The CEO relationship and temperament
Because a Deputy CEO works so closely with the CEO, the relationship and chemistry are decisive, and the deputy needs the temperament to be a genuine second-in-command — contributing significantly while supporting the CEO and not competing with them. A deputy who undermines or rivals the CEO damages the leadership; one who complements and supports strengthens it. Assessing for this temperament and the potential CEO relationship matters as much as capability.
Define the remit clearly
With the purpose clear, define what the Deputy CEO actually owns — which areas, what authority, and how it relates to the CEO and the rest of the leadership. Ambiguity about the remit is a common source of friction. A retained search defines the specific role and finds a leader whose strengths, temperament, and ambitions fit its purpose and the CEO.
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Explore Executive Search →Frequently asked questions
What should you look for when hiring a Deputy CEO?
A leader whose strengths complement the CEO's, with the temperament to be a genuine second-in-command — supporting rather than competing — plus fit and chemistry with the CEO. First, be clear whether the role is a partnership or a succession role.
What is the most important thing when hiring a Deputy CEO?
Defining the role's purpose — a partner sharing the running of the business, or a CEO-in-waiting — and getting the CEO relationship and complementary fit right, since the role works so closely with the CEO.
Related: What Does a Deputy CEO Do? · How to Hire a President · What Is Succession Planning?
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