What Top Leaders Expect in Today’s Market and How to Deliver
The balance of power in hiring has shifted, and nowhere is that more true than in executive search. Welcome to 2025’s candidate-led market, where top leaders often have multiple opportunities chasing them, and their expectations for any potential employer are higher than ever. In this environment, simply having a fat paycheck on offer isn’t enough; companies must understand what executives really want and avoid the missteps that turn them off.
This week, we’ll explore:
- The evolving preferences of executive candidates
- How to tailor outreach to engage these high-caliber individuals
- The pros and cons of retained vs. contingent search models in securing leadership talent
The goal is to help HR and hiring executives become more effective attractors of leadership talent by being strategic and candidate-centric; a necessity when the candidates hold (almost) all the cards.
What Executive Candidates Want in 2025 – And What Turns Them Off
In 2025, recruiting senior leaders is less about telling them how great the job is, and more about showing that your opportunity aligns with their values, career goals, and expectations. Intangibles matter as much as the paycheck.
Seasoned executives are looking for deeper factors that signal a compelling opportunity. Here are the top things today’s leaders want (and what turns them off when missing):
1. Clarity of Mission and Vision
- Executives want to know the “why” of a business.
- They ask: What exactly is this company trying to achieve? Who are the customers and what is the value proposition?
- A fuzzy or generic mission loses serious candidates. Lofty but vague slogans won’t cut it.
- Turn-off: Mixed messages, muddled vision, or leadership that appears unsure.
- Turn-on: A clear, credible mission – especially one that aligns with their personal values or ambition.
2. Speed and Confidence in the Hiring Process
- Time is precious, and the hiring process itself signals company culture.
- Turn-off: Long gaps between interviews; slow = sloppy in their eyes.
- Turn-on: A brisk, coordinated process that shows decisiveness and respect.
- Hiring is the first negotiation; moving quickly signals confidence and value.
3. Transparency on Leadership and Strategy (Ownership/Exit)
- Executives want to know: Who’s in charge? What’s the 3–5 year strategy? Is an IPO or sale likely?
- Turn-off: Hidden details, sugarcoating, or forcing them to “dig” for key info.
- Turn-on: Candor about ownership, governance, and constraints. Trust is built through transparency.
4. Authenticity and “Real Talk”
- Experienced leaders have sharp BS detectors.
- Turn-off: Glossy, “everything is perfect” narratives.
- Turn-on: Admitting challenges (outdated products, cultural hurdles, competition) and framing how the executive can help solve them.
Other 2025 trends executives care about:
- Flexibility & work-life balance (even at senior levels).
- Strong culture of talent development.
- Commitment to diversity and inclusion.
Tailoring Outreach That Lands: Engaging the Passive Leader
Most top executives are passive candidates, not actively job-hunting. Reaching them requires finesse and personalization. Generic recruiter messages won’t work.
Key Approaches:
- Do Your Homework: Go beyond LinkedIn. Learn their achievements, thought leadership, and passions. Personalize outreach that connects their accomplishments to your role.
- Lead with Value Proposition: Hook them with the impact and opportunity, not a dry job description. Position them as the hero of the story.
- Multi-Channel & Old-School Touches: Combine email, LinkedIn, phone calls, and warm introductions. Executives often respect direct, professional calls.
- Candidate Experience in Outreach: Every touchpoint matters; be prompt, authentic, and respectful. Confidentiality is non-negotiable.
- Trusted Introductions: Use networks and peers. A warm intro from a trusted contact raises response rates dramatically.
Golden Rule: Outreach is the beginning of a long-term professional relationship, not a transaction.
Retained vs. Contingent Search: Which Model Works When?
When recruiting senior-level talent, the choice between retained vs. contingent search matters. Each has its place.
Contingent Search (Pay-for-Placement)
- How it works: Paid only if a placement is made.
- Strengths: Speed, high volume, lower upfront risk.
- Best for: Lower-tier roles, mid-level hires, urgent bulk hires.
- Trade-offs: Incentivizes quick submissions over precision. Market perception can suffer if multiple agencies blast the same role.
Retained Search (Exclusive Partnership)
- How it works: Paid in stages, with upfront commitment. Exclusive, in-depth process.
- Strengths: Depth, dedication, precision, thorough candidate vetting. True partnership.
- Best for: Executive, strategic, or confidential hires.
- Trade-offs: Higher cost, longer process, but yields stronger long-term fit.
Guidance
- Retained: Use for CEO, CFO, or mission-critical leadership roles. Especially in a candidate-led market, it signals seriousness and professionalism.
- Contingent: Use for non-critical, high-volume, or urgent hires where a broad pool exists.
- Mixed Models: Some organizations use retained for senior roles, contingent for others.
Bottom Line:
- Contingent = speed, volume, transactional needs.
- Retained = strategy, quality, long-term alignment.
- Miscasting the approach (e.g., contingent for a CEO) risks costly mis-hires.
Final Takeaway
In a candidate-driven executive market, the winners will be those who:
- Offer a clear and inspiring mission.
- Move quickly and confidently.
- Are transparent about strategy and ownership.
- Speak with authenticity and respect.
Companies that align with these priorities will land the leaders who can drive their future. Those that don’t will watch top talent walk to competitors who do.
At RX2 Solutions, we partner with organizations to own their future. Whether it’s a bold vision or a precise strategy, we don’t just design it, we deliver it.
RX2 Solutions
A Respectfully Professional People Company