Research suggests that outside hires at the C-suite level take twice as long to ramp up — and fail at a much higher rate — than leaders promoted from within. If your organization is looking to hire a C-suite leader, change your hiring criteria. Focus not just on skills or background but on network fit — how well the potential hire will fit with the way his or her new colleagues work. Ask your in-house recruiters to take responsibility for network fit. In the rush to fill open positions, in-house recruiting departments may not incorporate their knowledge of how existing teams work in making final selection decisions. But unlike outside recruiting firms, your in-house team knows their working environment well enough to pick the best executive to lead the business.