Stop Hiring for Tasks. Start Building for Strategy

What’s Wrong with the Way We Hire?

Too many event roles are built around a list of tasks. “Coordinate logistics.” “Manage vendors.” “Set up registration.” These job descriptions may sound practical, but they reduce event professionals to order-takers — not strategists.

When you hire for tasks, you fill a seat.

When you hire for strategy, you build a future.

As events become more complex, high-stakes, and central to an organization’s success, the old approach to hiring doesn’t hold up. What’s needed is a shift in how we define, structure, and support event roles.

The Strategic Gap in Event Hiring

Events aren’t just a series of to-dos. They’re platforms for engagement, revenue, learning, and reputation. And yet, many organizations still:

• Under-scope roles by focusing solely on execution instead of experience design, data use, or strategic alignment.

• Misalign titles and salaries with the actual complexity and impact of the job.

• Expect tactical excellence while offering little authority or decision-making power.

According to a 2023 McKinsey study, companies that aligned hiring with strategic priorities saw a 27% improvement in team performance and a 2x increase in employee retention. Why? Because talent thrives when it’s empowered to think, not just do.

From Task-Doer to Strategic Partner

To shift from tactical hiring to strategic hiring, consider these principles:

• Start with outcomes. What is this role *really* responsible for? Growing attendance? Improving engagement? Driving sponsor ROI?

• Design the role to create value. Don’t just list the actions — define the goals.

• Give it teeth. If the person is accountable for an outcome, they need the authority to drive it.

Example:

Task-based: Coordinate speaker AV needs.

Strategy-based: Optimize session experience delivery through seamless tech integration, accessibility design, and real-time speaker support.

The latter doesn’t just describe what to do — it defines *why* it matters.

Strategic Job Description Rewrite

Here’s how to transform a traditional job description into a strategic one:

Before

“Manage event logistics including venue setup, catering, and registration.”

After

“Lead the operational execution of audience-centric event experiences, aligning logistics with strategic outcomes in brand perception, satisfaction, and revenue targets.”

Before

“Coordinate sponsor deliverables.”

 After

“Drive sponsor success by managing benefit activation and engagement strategies to maximize partner ROI and retention.”

The difference? Purpose. Context. Impact.

Ask Better Questions When Hiring

Interviews should uncover how a candidate *thinks*, not just what they’ve done. Try:

• “Tell me about a time you redesigned part of an event for greater impact.”

• “How do you balance competing stakeholder goals when building your event plan?”

• “What’s your approach to improving year-over-year performance?”

Look for candidates who:

• Think in systems, not checklists

• Use data to shape decision-making

• Understand how their work drives revenue, loyalty, or learning

The Cost of Hiring the Wrong Way

Every hire made to “just handle things” costs you time, money, and opportunity. A task-based hire may:

• Struggle with ambiguity or innovation

• Require excessive oversight

• Miss strategic opportunities that aren’t explicitly listed

Harvard Business Review has long emphasized the value of hiring for *learning agility* over past performance in static environments. In events, where no two cycles are the same, this is even more critical.

Final Thought

When you hire for tasks, you get a to-do list checked off.

When you hire for strategy, you get outcomes that matter.

Invest in people who understand the big picture, who can connect dots, who elevate what events can do — not just what they require.

How We Can Help

At Eventcraft Studios, we help organizations rethink event team structure, scope roles strategically, and hire for long-term success. Whether you’re building from scratch or optimizing a current team, we can help you get it right — and get it aligned. Contact us at todd@eventcraftstudios.com or www.eventcraftstudios.com/contact.

Sources

McKinsey & Company. (2023). *Why talent strategy is business strategy.

Harvard Business Review. (2019). *Hire for Learning Agility, Not Just Experience.