We've interviewed senior business leaders in the last few weeks, to bring you insights about the hiring issues and business challenges they are facing - and that are impacting the executive jobs market today. Please feel free to add your own experiences and observations in the comments, to add to the discussion.
AC Lion Digital Executive Search’s Post
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Team Builder (Executive Search) | Venture Investor at ACLVP | Hands-on Advisor | US Market Expansion | Media & Emerging Tech | ClearTrustMedia (DOOH & CTV) | Autono / VeVe (Web3/Crypto) | Avid Surfer
We’ve spent the last weeks speaking with key investors and business leaders, to get a better understanding of the hiring issues and broader business challenges that they and their portfolio companies are facing today. The insights from these conversations you'll find within this latest newsletter edition. I hope it provides some good food for thought - and welcome any observations in the comments. https://lnkd.in/eR_H9qsc
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We’ve spent the last weeks speaking with key investors and business leaders, to get a better understanding of the hiring issues and broader business challenges that they and their portfolio companies are facing today. The insights from these conversations you'll find within this latest newsletter edition. I hope it provides some good food for thought - and welcome any observations in the comments. https://lnkd.in/ekwMn-Ux
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JM Search just published a thought-provoking article highlighting the Top 5 Talent Trends in Private Equity for 2025. From the expanding role of Operating Partners to the game-changing impact of AI in recruiting, we break down how investors can stay ahead in a fast-moving market. The biggest takeaway? The right leaders are still the key to unlocking growth and maximizing returns. Check out our insights and see what’s driving talent strategies in 2025: https://lnkd.in/gnsyG5ce
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Korn Ferry's latest study delves into the five most challenging pressure points that CEOs encounter in today's complex and disruptive market landscape. Additionally, it explores the risks posed to both organisations and individuals when these pressure points occur simultaneously. The five pressure points are: AI: A Stealth Weapon Growth – It’s Vanishing Empowered Employees Active Activists The World—and the Economy—at War #leadershipinsights #interim #executivesearch
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Principal | Head of Strategy and Management Consulting Executive Search at Patrick Morgan
❗ After a 1-month break, using some additional paternity leave to spend time with family and my now 4-month-old, I’m back in the office and ready for an exciting year ahead! Looking at the consulting market for 2025, I’m hugely optimistic about the opportunities across the management and strategy consulting landscape in EMEA and the US. The Q1 pipeline already looks promising, and while the talent market isn’t quite at the levels we saw in 2021/2022, it’s significantly more active compared to 2023/2024—especially at the Partner/MD level. Key trends for 2025: 🔹 Diversity in Hiring: A strong emphasis on female leadership roles. 🔹 Specialist Expertise: Firms are increasingly seeking AI specialists, industry experts, and senior commercial leaders. 🔹 Strategic Clarity: Larger firms will likely solidify their hiring ambitions post-restructuring. 🔹 Growth in Newly PE-Backed Businesses: Aggressive hiring by these firms to capture market share and meet ambitious revenue targets. I’m looking forward to working closely with clients and my candidate network as we navigate what promises to be a dynamic and exciting year ahead!
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CEOs of private companies around the world are cautiously confident about their company’s growth prospects over the next three years with Gen AI at the top of their corporate investment priorities. This is despite deepening economic uncertainty and concerns about an aging, evolving workforce. Following the launch of the recent Global CEO Outlook, this year we have been able to take a deeper diver into the private company perspective with insights from Conor Moore, Robyn Langsford, Francois Chadwick, Namrata Rana
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Now is the time to get your operating rhythm in check
Right now many organisations have kicked off their FY25 work and and realising the burn rate is massive, last years left overs are over spending, new work is proving impossible to get started and people resources are scarce. The truth is, all that time the exec team spent creating the strategy and deciding how to allocate the money has led to not much being different. In fact the likely gap between the strategy the leaders have signed up to and the work being done for the money has never been greater. For many organizations up to 70% of the investment budget was already pre committed to last years work, is it any wonder nothing is changing. New words but same work, duplicated business cases and guess work benifits. Same old cycle. You now have 6 months to get your operating model in order to avoid it happening again next year, or for those heading into the planning cycle the time is now. Better align investments to strategic outcomes, streamline the flow or work, create greater transparency, a more relevant measurement model give teams the autonomy to succeed. See costs plummet, value delivery rise and decision making become easier. At DTG we specialize in putting a stick into the spokes of the investment cycle, let us work with you on the how. #AILeadership, #DigitalTransformation, #OperatingModel, #LeadershipDevelopment, #FutureOfWork, #BusinessStrategy, #OrganizationalChange, #Innovation
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Experienced Perspectives…A look back and a step forward After 28 years in recruitment, I assume I had seen it all—markets booming, “consolidating” (our polite word for recessions), and then Covid, the ultimate reset button. The pandemic didn’t just disrupt businesses; it forced us to rethink everything—how we work, who we hire, and what “normal” even means. As tough as it was, I believe it was necessary. In times of growth, success can make us complacent. We focus on double-digit gains and often overlook the cracks in our building blocks. But Covid made us pause, rebuild, and, in doing so, exposed a glaring issue we’ve ignored for too long: we’re not fully tapping into the value of experience. Now more than ever, we need experienced perspectives—the kind of insights that come from people who’ve built markets, solved challenges, and steered through storms. At Mindfield, we’re committed to shifting the narrative... We’re launching a platform to connect senior thought leaders with our clients for meaningful, short-term projects. It’s about more than inclusion—it’s about recognizing the unique ability of experienced professionals to guide businesses through complex challenges. That said, this isn’t a one-way street. Experience doesn’t mean being stuck in the past. The most impactful professionals are those who’ve embraced change—adopting new tools, technologies, and mindsets along the way. They’ve still got their mojo, proving that adaptability knows no age. While we can advocate for age-inclusive hiring as recruiters, real change requires collaboration. Leaders, decision-makers, and organizations must challenge lingering biases and create space for talent at every stage of the career journey. So, here’s my question: Are we truly valuing the wisdom of seasoned professionals, or are outdated biases holding us back? Share your thoughts in the comments, and let’s start building a future where experience isn’t just acknowledged—it’s celebrated. Because the value of expertise doesn’t fade; it evolves. Stay tuned for more about this exciting initiative—we can’t wait to share what’s coming next!
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If you missed Day 1 of our inaugural Investor Update focused on our Simplify Hiring strategic pillar, check out our latest corporate blog post to grasp the key highlights of the three-hour event, including insights from Recruit Holdings President and CEO "Deko" Hisayuki Idekoba and leaders from all three strategic business units; Chris Hyams, Maggie Hulce, Raj Mukherjee, Yoshihiro "Yoshi" Kitamura and Masamichi Yamaguchi, and Rob Zandbergen. Learn more👇 https://lnkd.in/gFc-hVny #InvestorUpdateFY2023 #SimplifyHiring
