When Logos are Chosen over Leadership: A Crisis in Fashion's C-Suite

Part 1 of my "Behind the Glamour" Series - Confessions of a Fashion Headhunter

They’ve worked at all the right brands. They know all the right people. They have presence, polish, and a beautifully curated CV.

On paper? Perfect. But ask the teams who worked under them?

“Empowering?” Not really. 

“Visionary?” Never saw it. 

“Safe to disagree with?” Only once — never again.

In fashion — especially luxury — 𝘁𝗼𝗼 𝗺𝗮𝗻𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗮𝗿𝗲 𝗵𝗶𝗿𝗲𝗱 𝗳𝗼𝗿 𝘄𝗵𝗲𝗿𝗲 𝘁𝗵𝗲𝘆’𝘃𝗲 𝘄𝗼𝗿𝗸𝗲𝗱, 𝗻𝗼𝘁 𝗵𝗼𝘄 𝘁𝗵𝗲𝘆 𝗹𝗲𝗮𝗱.

They’ve got the right logos on their résumé. But can they build trust? Navigate complexity? Empower diverse teams?

All too often, the answer is no.

To my frustration, as a former headhunter, I saw this regularly. Leadership ability wasn’t always the deciding factor. And some of the best talent was overlooked because they hadn't worked at the "right brands".

What mattered most?

How the market would react to the hire. Would it make waves? Signal status? Impress the board? If the candidate came from a coveted brand, that was often enough.

𝗔𝗻𝗱 𝗵𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝗽𝗿𝗼𝗯𝗹𝗲𝗺:

Some of these hires come with reputations.

𝘛𝘰𝘹𝘪𝘤 𝘰𝘯𝘦𝘴.

Known for bad behavior, silencing voices, taking credit, burning out teams, and driving away talent. Everyone inside the industry knows. Whispers followed them from company to company. But they still get hired.

Again and again.

 Why? 

𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝗰𝗼𝗻𝗳𝘂𝘀𝗲𝗱 𝗽𝗲𝗱𝗶𝗴𝗿𝗲𝗲 𝘄𝗶𝘁𝗵 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽.

The Hidden Cost of a Shiny Résumé

Here’s what happens when charisma and credentials are prioritized over actual leadership:

• High performers leave — slowly but surely. They don’t wait for things to change. They disengage and disappear.

• Morale and trust erode. People stop speaking up. They retreat into survival mode.

• Burnout spreads. Fear replaces curiosity. Teams run on fumes.

• Diversity suffers. Toxic leaders rarely create inclusive environments. Some voices dominate, others disappear completely.

• Innovation and Creativity fizzle out. No one takes risks when they’re afraid to fail.

• Reputation takes a hit. Word travels — both inside and outside the industry. Your culture becomes a cautionary tale.

One candidate once said to me:

“We don’t hire leaders. We hire résumés.”

That line stuck with me. Because it was true — and deeply damaging.

 So What Can Be Done Differently?

In my next article, I’ll share specific, practical steps hiring managers and companies can take to assess and hire leaders who actually lead — with integrity, empathy, and impact.

Because it’s not enough to call out what’s broken. We have to build better.

We need leaders who can handle complexity without creating chaos. Who build trust, not silos. Who grow people, not just profit. 

Because FASHION CAN DO BETTER!

💬 Have you experienced this? Whether you’ve seen it play out or lived through it, I’d love to hear your perspective. Drop a comment or send me a private message — these conversations matter. They’re how change begins.

#fashioncandobetter #fashionleadership #executivecoaching #consciousleadership #emotionalintelligence #futureofwork #peoplefirst #fashionindustry 

✨ Fashion needs a new kind of leader. I coach the ones who are ready to become them.