In this article, the author explains the complications involved when an internal candidate is included in an open search for a leadership position in an academic institution. Internal-candidate syndrome is a dilemma faced by institutions when they have to choose between an internal candidate and an external one. There are two reasons why institutions are a bit hesitant about promoting their own leaders: (1) They have yet to embrace succession planning; and (2) They simply do not know if their internal candidate is less, or more talented than others in the marketplace. In light of these reasons, the author provides some advice to individuals who may soon become internal candidates.