How do you choose a sophisticated manager for the development of your company??

Recruitments and Selection of Personnel varies depending on the Skillset, Performance required and Level Of the Position.
A leader of a developing organization must be open to Change and feedback from his/her respective teams so as to improve processes/policies/performance and bring the team back on track (towards achieving Organizational Goals).
A Sophisticated Manager doesn't reprimand/criticize his team in public and is known to be an Excellent Leader.

As Amal pointed out, qualification, relevant experience and skillset of the candidate compared with the criteria can help if the person is fit for the position.
Also, check the background if he/she is from a developed and stable company, a developing or a new company compare it with the current state of your company or in which direction the company is going, see if the candidate has relevant experience in leading people at this level or state.

Dear Mr.
Osama Step one Put down the exact job description (example doing Sales Visits) Step two Translate this description to competencies (sales= social + High energy level) Step three Put down all the Questions that test all the competencies you target Step four Arrange an interview evaluation sheet and give him score about every answer Step five Do some numerical or psychometric assessments Step six Hire the highest score

First of all the recruitment function varies from organization to organization and depends upon, the country/region you are in, the KSA's required for the position, Job requirements, job specifications, and job ID.
Once you have set the criterion for the above then comes the traits to look for in a new manager, basically we look for openess to learning and development, openness to change, acceptance to decentralized decision making, tolerance, team player, self motivated, good communicator, result oriented, analytical and carries good leadership skills.
Keeping all this in mind you first have to create a job description, advertise the job internally and externally, creat a test/interview questionnaire, evaluate the applicants by assigning points and selects the highest scorer.

You want a manager for development, and you have the main features of the job.
so where is the problem?!! Efficiency, experience and read the future for efficiency you can ask about the teamwork and how good is he in this part and his respond for circumstances variations.
Fast responding people usually have this skill in their blood so he will respond fast during the interview.
you can ask him in different situations, his respond shall determine his efficiency, creativity and experience.
about reading the future you can ask him about his own development.
R&D have to develop himself continuously or he has no use.
I will finally give you an idea, prepare a questionnaire for all these questions and send it to the top candidates.
by the result you will hire.

I do not know what level of the manager we are talking about.
That’s why I have made an assumption first that it is a middle or senior level management position.
Before I go forward I would like to highlight one of the most important principal about the hiring.
In any case of hiring you should find the BEST PERSON AVAILABLE AND NOT THE BEST WHO HAS APPLIED.
Her you can find my thoughts that probably can help you.
(Sorry it is a bit long but I think it worth to read.) MIDDLE MANAGEMENT Middle managers are responsible for not only hiring hourly/entry level managers, but also for providing consistency and accountability to upper-level managers.
Hiring middle managers can be more difficult because you need candidates that can come into the job and be able to adapt to get along with both.
First, make sure the profile for the job is accurate.
Come up with a list of4-5 things that you believe will make this manager successful within your organization.
Think of someone who has performed well in the position as an example, to help you pinpoint these characteristics.
In the interview, instead of using generic interviewing techniques, ask specific behavioral questions.
Take a look at their past successes and failures to understand where their strengths and opportunities lie.
Companies who use assessments to test their candidates will yield better results in measuring specific characteristics.
Look for general competencies, resourcefulness, interpersonal skills, and strong problem-solving abilities.
SENIOR-LEVEL OR C-LEVEL MANAGERS Hiring for a high-level position can be one of the most important decisions you will ever face.
Making a mistake when hiring for one of these positions can cost you more than money—it can have a detrimental effect on your company as a whole, making or breaking it.
First, take your time when hiring for these positions, because it is extremely important to find the right fit.
Use a temporary solution if you need to, but plan to spend a few months or even six to find the right person.
Start by networking, using your connections.
While many companies rely on executive recruiters to fill these vacancies, this route can cost $50,000 or more, and sometimes the results aren’t what you imagined they would be.
Since you know best what characteristics and qualifications that this candidate should possess, you are also probably the best person to begin the search.
Networking is free, and the candidate may turn out to be right under your nose.
If this approach doesn’t work, you may then want to hire some outside help, but in my experience you already know who you want, so you just have to do a little bit of leg work to find the person.
But once you’ve narrowed down the candidate pool, don’t stretch out the interview process.
The best candidates will be the quickest to find another job opportunity.
If you want to hire the best (I mean…who doesn’t?!) then, once you’ve identified your candidates, schedule your interviews as soon as possible and finish the process as quickly as possible.
This way you’ll be able to compare candidates better because their answers will still be fresh in your mind.
Lastly, for a big decision like this, you need to get your colleagues involved.
Create an executive search committee, gather input from those in your organization whose opinion you value the most, and delegate some of the legwork.
Whether you’re hiring for an hourly management position, a middle management position, of a C-level manager, you’ll need to make sure that the person you hire is a good fit for your organization.
Keep these tips in mind during your next search for a new manager, and you won’t be disappointed with the results you find.