Human resource experts will attest that talent acquisition at the C-suite level is more art than science.

More important than domain expertise and direct experience is “goodness of fit” vis-a-vis whether the C-suite talent and the hiring firm are on the same page in terms of value systems, appreciation of local regulations and norms, and a whole other spectrum of multi-factorial considerations (“Neo Kian Hong the man for the top job, as he met ‘all the criteria’ sought by SMRT board”; April 18).

Moreover, worldwide there are many examples of C-suite executives with little or no prior domain expertise and direct experience including former chief executive officer (CEO) of IBM Louis Gerstner, and college dropouts Bill Gates and the late Steve Jobs.

There is also some assurance from research suggesting that CEOs with prior experience underperform compared to CEOs with no prior experience because the latter come in with fresh eyes and are free of fixed mindsets that things should be done in a certain way, making them excellent change agents who are likelier to spark a turnaround.

And as a ex-military man and army Ranger no less, Mr Neo might bring with him the mental tenacity and “fight harder” Ranger spirit that will no doubt stand the SMRT in good stead for the challenges that lie ahead in fixing our rail woes.