My boss left and I've been asked to pick my new manager. What criteria should I consider to make the best decision?

My manager and the person who brought me into my current company recently left. The company is allowing me to pick my new boss from several candidates who work in different areas of the org. How am I supposed to choose? What type of process should I use? What should I look for?

-Employee choosing a new manager

Dear Employee,

This is a unique opportunity, often people don’t get to choose their boss. I appreciate that you want to approach this thoughtfully. The key is to separate out the job and the person, evaluate all the dimensions, and then weigh everything together.

Start with the role itself. Which of these positions excites you and inspires you to lean in? Which one makes you think “I can do that, but it’s not that exciting” versus “This is exactly what I want to be doing”? Does the role have what you need to grow? Consider practical factors too—does it require a move, different hours, or other lifestyle changes?

Then evaluate the person. This is crucial because your relationship with your manager will shape your entire experience. Ask yourself: What can I learn from this person? Do I enjoy collaborating with them? Are they positioned well within the organization? Will they be a good sponsor for my career, or could they become a roadblock?

I almost didn’t take a significant role once because I thought I’d be reporting to the CEO and was disappointed to learn that I would be reporting to the CFO. Upon further thinking, I realized the CFO was established and respected and he would help enrich my career. Your boss should be someone you’ll enjoy working with and who’s positioned to enable your growth.  

Consider where it all leads. Some opportunities might not lead to career advancement but offer work-life balance or other satisfying elements. If you’re motivated to advance quickly, you might not want something that won’t help your trajectory. Determine what you value most, be it learning, balance, or advancement potential.

Think about what your company values. Many companies now require international experience for senior roles. If that’s a factor and one of these positions offers overseas opportunities, it might fulfill an important requirement for future advancement. What other special factors might distinguish one opportunity from the other?

Finally, consider two scenarios for each option. Where can each path go if it works well? What happens if it doesn’t work out? Having a clear picture of the upside and downside of each choice will help you decide.

Nothing is forever. If this doesn’t work, then figure out Option B.

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