Genuine questions from the ground floor:

How do you spot the quality candidates in those top roles? It seems like forecasting success is exponentially harder when the skills are so qualitative and contextual.

And I have not yet witnessed an organization that is comfortable with the risk of promoting an internal "nobody" relative to someone with plausible credentials or from outside. If you're stuck with MBA-type CEOs, how do you fix them or mitigate their damage from above?