Why your mid-senior level hiring strategy matters now more than ever

Most mid-senior level candidates are too senior to apply online but not quite experienced enough to be on the radar of executive search firms. In the job search, they rely heavily on referrals and their own network- which means that the mid-senior level talent your organization can tap into heavily depends heavily on the talent you already have. Most organizations hire at this level with a patchwork of efforts meant for other levels of hiring. Posting roles on LinkedIn and job boards will generate hundreds of applications, but not always the right ones. Going to executive search firms will close the role but it is prohibitively expensive and doesn’t guarantee the best hire.

In 2026, it will be more important than ever before that you have the right people in the right jobs. Hiring has been slow and companies are being judicious about every new hire. Public companies in the U.S. have cut middle-management by 6% since 2022 and candidates with more experience are facing long job searches and a lot of silence in their job hunt. The math is simple, if you are collapsing management layers and slowing your hiring pace, you need the right talent at mid-senior level roles. 

Mid-senior level employees drive the future of your organization. Mid-senior level leaders execute on your company’s business plans, mentor and develop junior talent, create and maintain culture, and most importantly, they work closest with your customers. Mid-senior level leaders see changes in the market as they’re happening and uniquely position your organization to evolve to meet them. Meytier matches mid-senior level talent to organizations using our STEAD framework- evaluating the candidate on skills, traits, experience, agility, and drivers. This allows us to accurately match talent to organizations depending on business stage, operating model, stakeholder environment, and direction.

A leaner pool of middle management leaders will also mean a smaller pool of future talent for executive level roles. Employees who have been with your company, know your clients and understand your brand are critical to develop and retain in order to protect institutional knowledge and consistency. It is important to hire mid-senior level talent that will stay and grow with your organization. To do this, organizations need to move their hiring strategy beyond matching immediate skills and needs and towards finding a candidate for whom this role is aspirational. These are the people likely to stick around long term.

The opportunity cost of a bad hire at this level is extraordinary. Beyond lost productivity and velocity, the biggest costs are usually less visible. Mid-senior level employees are representatives of your brand in ways that aren't always fully appreciated. Not only do they interact directly with your clients, but they represent your brand to the world. Whether through social media, PR, industry conferences, and other formal and informal settings, these employees represent your organization. 

Mid-senior level employees are usually also hiring managers themselves, responsible for identifying the kinds of junior talent that an organization needs and setting the tone for execution and style. In many ways, your mid-senior level hiring strategy is your organizational hiring strategy. In what has become known as “The Great Flattening”, the amount of direct reports that reports to middle management has increased dramatically. Not everyone can manage a big team. If your organization is flattening management layers, these hires become even more crucial. Think deeply about who you want in these roles and don’t just settle for closing the job, hire the right person.

If you need help hiring at this level, reach out to us. https://meytier.com/contact