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Every January, people ask the same thing in slightly different ways.
Is hiring back? Is it still dead? Are we going to be “cautious” for another year? And what does any of that actually mean if you are the one who needs to hire a C-level leader yesterday?
So yes, this is our 2026 view of the executive search market across the EU and North America.
But here’s the twist. The backbone of this post is our own annual report from 2025. We are resharing it on purpose. Not because we ran out of things to say. Because the patterns, the friction points, the way leadership teams are making decisions, it all looks like it is going to rhyme. A lot.
Different year on the calendar. Similar performance around the edges. Similar constraints. Similar opportunities too.
If you want the short version: 2026 is not about “easy” hiring. It is intentional hiring.
What we mean by “similar performance” in 2026
When people hear “similar performance” they think flat. No movement. No deals.
That’s not really it.
What we saw through 2025 was a market that could move fast, but only when the story was clean.
Clean means:
- A clear business case for the role, not a wishlist
- Alignment inside the board and leadership team
- Realistic comp bands, and a realistic location stance
- A hiring process that does not drag for 12 weeks because everyone is “traveling”
That same logic is still here as we go into 2026. The market will reward clarity and punish ambiguity. Candidates are not less ambitious. They are just more skeptical. They want the mandate, the runway, and a sense that the company actually knows what it wants.
In this landscape, leveraging tools like Keysearch can provide valuable insights and streamline your hiring process significantly.
EU vs North America, the gap is smaller than people think
There are real structural differences, sure. But at the executive level, the themes look increasingly shared.
In both regions, we keep seeing:
- More scrutiny around P and L ownership and true scope
- Strong preference for leaders who can execute in messy conditions
- Less patience for vague transformation talk without measurable outcomes
- A higher bar for communication skills internally, not just externally
Where the difference still shows up is in pace and packaging.
North America tends to move faster when the green light is real, but it can also kill a search faster if priorities shift. EU processes can be more consensus driven, which slows the front half, but once aligned the close can be very stable.
For candidates, both markets are still “selective.” For employers, both markets still require selling.
The 2025 insights we are leaning on again, and why they still hold
Our 2025 report had a few signals that have not really faded. If anything they got louder.
1. The rise of the operator who can also build trust
The classic split between “strategic leader” and “operator” keeps collapsing. Boards want someone who can do both. Not in theory. In their first 90 days.
We saw more demand for leaders who can:
- Stabilize delivery, margins, retention, or performance
- Rebuild credibility with teams
- Communicate tradeoffs clearly to investors and stakeholders
- Make tough calls without creating cultural fallout
And honestly, that profile is not going away in 2026.
2. Quiet hiring is still hiring
A lot of leadership hiring in 2025 did not look loud. It was replacement, succession, discreet build outs, carve outs, post merger integration.
In 2026, expect the same. You will not always see it in headlines, but the searches are there.
If you are a candidate, this matters because many of the best roles will not be broadly marketed. They will be mapped, approached, and run through a tight process.
If you are a client, it matters because speed and discretion can coexist, but only if you run the search properly.
3. Comp is not the only negotiation anymore
Yes, compensation still matters. But in 2025 we saw negotiation shifting toward:
- Mandate clarity and decision rights
- Team quality and the ability to upgrade it
- Hybrid and location requirements
- Board access and reporting lines
- The company’s appetite for change, which is a polite way of saying internal politics
In 2026, the package is the job. Not just the money.
4. Assessment is getting more practical, and more intense
In both the EU and North America, we saw more structured assessment in 2025. Not just psychometrics. More case work. More references. More stakeholder panels.
But the best processes were the ones that stayed practical.
What good looked like:
- A real business scenario, with real constraints
- A structured conversation about tradeoffs
- Reference checks that test for patterns, not just compliments
What bad looked like:
- Endless rounds that repeat the same questions
- Case studies that feel like free consulting with no clear evaluation rubric
This will be a big differentiator in 2026. The process itself signals the quality of the company.
What we think will matter most in 2026 executive search
A few things we are watching closely.
Faster “no,” and more decisive shortlists
The best searches in 2025 were the ones where clients could say no quickly. Not emotionally. Just clearly.
In 2026, this becomes even more important because candidates will not wait around for uncertainty. If your process is slow, you will select for people who have fewer options. Which is rarely what you want at the top.
More cross border leadership, but less tolerance for weak local fluency
International hires are still attractive. Especially for companies expanding or restructuring.
But we are seeing less tolerance for executives who cannot navigate local labor realities, stakeholder expectations, and cultural nuance. “Global experience” is not a substitute for actually understanding the market you are operating in.
Leadership brand and visibility will keep influencing outcomes
In 2025, leaders who could tell their story clearly had an advantage. Not as personal marketing fluff. More like. They could explain outcomes, decisions, and what they stand for.
In 2026, this gets even sharper. Boards want leaders who can lead in public and in private. For some roles, especially customer facing or investor exposed, it is becoming non optional.
A quick note on the report itself
If you have not read our 2025 annual report, this is the moment to grab it.
We built it from what we actually saw in market, role by role, conversation by conversation. The reason we are promoting it again is simple. The core insights still map cleanly to what is shaping 2026 hiring decisions across the EU and North America.
If you are planning leadership hiring this year, it will help you pressure test:
- Role design
- Comp positioning
- Search timelines
- Candidate expectations
- Interview and assessment structure
And if you are an executive considering a move, it helps you calibrate what “good” looks like right now. Not two years ago. Right now.
FAQ
Is 2026 expected to be better than 2025 for executive hiring?
In many pockets, it will feel similar. The difference is not “more hiring.” The difference is that well scoped roles with aligned stakeholders will move, and everything else will stall.
Are EU and North America seeing the same executive search trends?
More than people think. The language changes, the process pacing changes, but the core demand is similar. high impact operators, clear mandates, and strong stakeholder management.
What executive profiles are most in demand right now?
Leaders who can execute under constraints, rebuild trust, and deliver measurable outcomes quickly. The “transformer” label only works if there is a track record behind it.
What is the biggest reason executive searches fail?
Misalignment. Between stakeholders, between the stated mandate and the real mandate, between comp and expectations, and between speed expectations and actual process behavior.
How should companies adjust their interview process in 2026?
Tighten it. Make it practical. Evaluate decision making, prioritization, communication, and leadership behavior under pressure. Fewer rounds, better structure, faster decisions.
Why are you promoting a 2025 report in 2026?
Because the market conditions and hiring behavior patterns are still close enough that the insights remain useful. Different year, similar dynamics. And most teams still benefit from seeing the patterns clearly before launching a search.
Thinking about your next move or building a long-term career strategy?
Talk with our team about your goals and options
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