Some leaders build careers by following a carefully crafted plan. Others build careers by staying curious enough to recognize opportunity when it appears.
On an episode of Hiring for Good, Stan Hanks shared a career journey that defies any traditional roadmap. From helping build the early internet to pioneering VPN technology, leading companies through growth and transformation, and investing in emerging technologies, his story is remarkable. But the real lesson isn’t about technology. It’s about how curiosity, people-centered leadership, and a focus on potential can create extraordinary outcomes.
Many professionals feel pressure to have every step of their career mapped out. Stan’s experience suggests a different approach. He said, “I never had a career path. I never had a goal. I never said I’m going that way. I just looked at the next most interesting thing that came up and said, ‘Well, let’s go do that.’”
While not everyone will invent new technologies or launch groundbreaking ventures, the underlying principle applies to every leader. Growth happens when we’re willing to explore new challenges, ask better questions, and remain open to paths we didn’t originally envision.
At Acumen, we’ve seen the same pattern in successful executives. The leaders who create lasting impact are often those who continue learning, remain receptive to new ideas, and approach problems with curiosity rather than certainty.
One of the most powerful moments in the conversation came when Stan described his philosophy on leadership. Instead of viewing leadership as directing others, he sees it as creating the conditions for others to succeed. “As an executive, my own job is to remove all the obstacles for my people.”
It’s a simple statement, but it reflects a mindset we frequently see in high-performing leaders. They don’t spend their energy proving they have all the answers. They spend their energy helping their teams do their best work.
Stan also shared an observation from years of consulting and turning organizations around. “No matter how bad the problem was inside the company that I was consulting for, somebody inside the company had the answer and they just weren’t being listened to.”
The best leaders create cultures where those voices are heard. They ask questions before making assumptions. They seek insight from across the organization. And they recognize that meaningful solutions often come from people closest to the work.
As executive recruiters, this part of the conversation particularly resonated with us. Organizations often focus heavily on finding candidates who have done the exact job before. While experience matters, it doesn’t tell the whole story.
Stan’s approach is to look beyond the resume. “I recruit for capability and possibilities rather than proven track record.”
That perspective aligns closely with what we’ve learned through years of executive search. The leaders who thrive long-term are rarely selected solely because they check every technical box. They’re successful because their values, leadership style, adaptability, and potential align with the organization’s needs and future direction.
For Stan, the evaluation goes deeper than skills. He’s looking for people who are curious, self-aware, motivated, and aligned with the mission. Most importantly, he wants leaders who understand that people are not simply resources. “They’re not replaceable cogs… they’re real people with real lives and real skills and interests.”
That philosophy matters. Organizations that view employees as whole people tend to build stronger cultures, retain talent longer, and create environments where people can do their best work.
Near the end of the episode, Stan was asked what legacy he hopes to leave behind. Given his influence on technology and business, his answer could have focused on inventions, companies, or accomplishments. Instead, he talked about relationships. “I’ve got a collection of friends and collaborators and people that I value who value me and the impact that I’ve had on their lives. That’s my legacy.”
It’s a reminder that leadership is ultimately about people. Long after strategies change and milestones fade, the impact we have on others remains.
Watch this episode of Hiring for Good with Stan Hanks.