When it comes to building strong leadership teams, Frank Gaisano, Chairman and CEO of Metro Retail Stores Group, believes it’s not a matter of choosing between internal promotions and external hires — it’s about striking the right balance.
“Our preference is to develop people from within,” Gaisano says. “But sometimes we are never fast enough to develop those skills.”
It’s a candid take from a CEO who understands the importance of investing in talent while still keeping up with the pace of business. For Metro Retail, promoting from within helps ensure loyalty, institutional knowledge, and cultural alignment. But there are moments, Gaisano admits, when looking outside the organization becomes essential.
“It’s good to have cross-pollination between tapping from the outside and growing your own talents,” he explains. Bringing in new people with fresh ideas can challenge internal teams to level up — especially in a rapidly evolving retail landscape.
Still, Gaisano draws a clear line: cultural fit is non-negotiable.
“Culturally, they must fit,” he says. “They have to at least align with our culture. Some people may be very good at what they do, but culturally they may destroy your organization.”
That’s why the hiring process at Metro isn’t just about resumes or achievements — it’s about values and attitude. Skills can be taught, but the wrong personality in a leadership role can disrupt teams, derail progress, and damage the workplace dynamic.
The key, Gaisano says, is to know when to nurture and when to bring in reinforcements — and to do both with intention.
The takeaway:
Promoting from within builds loyalty. Hiring from outside brings perspective. But no matter where talent comes from, culture is what keeps everything working. For Gaisano, building a strong company means building the right mix of people — and making sure they all believe in the same mission.
This article includes quotes from an interview originally published by Esquire Philippines, authored by Henry Ong.
