Appointments at chief executive level are always a gamble. History tells us most appointments fail. Especially if the previous post holder was a long-term success. Fail in this case means they are gone within a couple of years ( 18 months is not uncommon) or if not yet gone their period in charge is viewed as failing to deliver on ambitious promises.

The dilemma is, do you select the candidate who is most like the predecessor, with the same methods, same values, similar personality but just not as experienced and risk them being seen as a pale imitation with no fresh ideas of their own? A smooth handover but with the risk of  unfavourable comparisons, no real progress, and a bit of an anticlimax after the main act.