I've spent over 20  years working with global companies to help them define their hiring strategy and boost their talent acquisition skills  and hire great talent. One of the greatest rewards of the job is watching these companies identify their challenges and adapt to market trends without losing their uniqueness. 

Seeing how large organisations like Paddy Power and Microsoft build out their talent strategy during periods of hyper growth and innovation opened my eyes to the power of strategic thinking and the undeniable impact of your brand. I have witnessed how great talent becomes, a “talent multiplier”. When you hire great talent, that person in turn hires great talent and fosters a culture of innovation and development. This compounding effect helps build an organisation that people want to work for.

I want to highlight five trends that I’ve noticed are shaping the executive search landscape. If you can weave these into your strategy then I guarantee you can supercharge your hiring process and set yourself up for success.

1. Good or bad, your opinion on AI matters.

We're all drowning in AI related content. Artificial intelligence has been well and truly integrated into the hiring process. How can you use it to work smarter?  How can you use it to show off as a technophile? How can you use it without looking like you're using it at all? 

Not only is it impacting the executive search process internally, it's affecting the job search externally.

What’s important to remember is that candidates are going through the exact same process. They are using it to sharpen CVs and snugly align them with your job descriptions and company values.  All with the aim of giving them an edge in a competitive market. 

How does this impact executive search?

It's essential you’ve had the internal debate about the use of AI and how it slots into your organisation's mission. It will likely be a talking point in any leadership interview this year. Beyond the impact it can have on the bottom line, top companies need to be able to speak to their AI ethos. Take the time to understand your approach to AI and how it syncs with your company’s overall strategy and objectives. This will help you assess any potential hires on a more strategic level.

2.  Emotional intelligence is your competitive edge

   
   

Being able to build relationships, communicate clearly and problem solve with empathy are essential leadership qualities. Emotional intelligence (EQ) is industry agnostic and can have a positive impact at every level.

Leaders with strong EQ traits will help you future-proof your work force in an age of rapid transformation. Think back to five years ago before the words remote work and artificial intelligence dominated LinkedIn articles.

According to the World Economic Forum’s Future of Jobs report 

How does this impact executive search?

Managers who can navigate these changes with a people-first approach will be central to your company's growth.The World Economic Forum’s report shows that of the core skills in 2025 four of the top 10 are directly linked to emotional intelligence

#2 Resilience, flexibility, agility

#5 Motivation, self-awareness

#7 Empathy and active listening

#8 Curiosity

The good news is that emotional intelligence can be taught, trained, and strengthened.  This gives you the opportunity to invest in your current workforce as well as navigating the active talent market when hiring for strategic positions.

3.  An analytical mindset is the real secret behind successful AI

Machine learning gives us power to process and summarise vast amounts of information and translate it into a digestible format. However,  it does not fill the gaping hole if someone doesn't have sharp data analytics skills to interpret and act on this data. Real success comes when you leverage your analytical mindset- don’t leave it to AI to do it for you. 

How does this impact executive search?

Great analysis is pulling the threads, and finding insights buried in piles of data. Digging deeper into these insights, and creating actionable theories for your teams will be a key differentiator for senior leaders. 

Instead of getting swept up in the alluring AI conversation, stay true to the transferable skills that really distinguish strategic thinkers in this area.

4.  A trustworthy company image is the gift that keeps on giving

   
   

Great employer branding is like the world’s most rewarding pension scheme. Now more than ever top performers have the ability to search for companies that align with their values. However the phrase employer branding doesn’t account for the multitude of things that factor into your company’s public persona.

As companies become more competitive with their offerings a trustworthy image gives candidates the reassurance that these companies follow through with their promises. 

What does a solid reputation look like beyond the look and feel of a company’s website or polished annual report?

Organisational Leadership

It’s present in their organisational leadership. What the company leaders say and do matter. Even if they are not the type to build strong personal brands on LinkedIn, their behaviours and actions have the power to attract or repel senior candidates.

The company’s ability to stay agile

I see this a lot across all industries. On a macro level: the geopolitical landscape, supply chain logistics, threat of regional tariffs, increased regulation. And on a micro level; increased costs of doing business like minimum wage increases, auto enrolment pension etc. It’s an extensive list. More often companies have to pause, re-frame, and be nimble. Thriving organisations are using agility, creativity and innovation to propel ahead.

How does this impact executive search?

Building a trusted reputation takes considered effort. Top candidates will look for examples of leadership. They will look for leaders who thrive on driving, responding and creating change. In today’s market it’s more than strong employer branding. Candidates are able to sense (and verify with other employees or online platforms) if there’s any disconnect between your words and your actions. Top talent is focussed on the full package; from the culture at leadership level to the impact that the company has on the wider world.

My simple advice: it’s impossible to shortcut this step. Trust and brand are built over years of delivering on your promises and being transparent about your actions. A commitment to this type of consistency will reward you greatly when it comes to attracting top talent down the line.

5. The ideal leadership profile looks different in 2025

   
   

Maintaining remote teams and navigating a competitive market are now assumed skills. Strong leaders need to be adept at digital transformation, strategic thinking and change management. However, exceptional leaders are able to add another dimension to this skillset. Not only are they able to navigate the changing landscape and avoid the pitfalls (that skill is now a bare minimum in leadership), they are able to leverage their agility, filter the ‘noise’, and make sense as to what’s truly important. The ability to stay nimble and predict what's needed to scale your team and organisation with focus and foresight sets exceptional leaders apart.

How does this impact executive search?

Considered talent mapping and lateral thinking will turbocharge your executive search strategy. Working with a team that understands the market and what really makes a top executive in this day and age will set you apart from the pack.

Are you ready for 2025?

Perfecting executive search is an investment practice on behalf of your business. Getting it right is seeing constant reward throughout your business practices. Getting it wrong? Poor leadership in this area can lead to disengaged staff and sluggish outputs. An ultimate negative impact on the bottom line and on your precious culture you’ve worked so hard to cultivate.

Keeping these five trends in mind will help you make more intelligent hiring choices. Building out a promising and executive team in your organisation in 2025 and beyond.