2025 is just around the corner, and the world of work is buzzing with change. Forget the old playbooks – companies are rewriting the rules on how they find and keep top talent. We’ve been talking to the experts, the people who really know what’s going on, and they’ve given us the inside scoop on the executive hiring trends they observed in 2024 and what will help shape the state of the job market in 2025.

Trends like AI taking center stage and an enhanced focus on what skills you can actually do, not just where you went to school will drive hiring practices for companies. Let’s dive into what we saw this year and what’s ahead for job seekers and employers in the new year. Don’t miss my predictions for 2025 at the end of the article.

Table of Contents

• Our Panel of Experts
• Executive Hiring Trends in 2024
• Skills-Based Hiring: The Rise of the “No-Name” Executive
  • Do Skills Outweigh Pedigree in Executive Hiring?
• The Year of Skills-First Hiring
• The Hybrid Workspace – Finding the Sweet Spot
  • Hybrid Workspace Key Focus
• Executive Hiring Trend of Creating a Human-Centric Workplace
  • What This Means for Companies
  • Gen Z is Driving the Change
• AI-Augmented Leadership
  • Data-Driven Decision Making 
  • Enhanced Productivity and Improved Communication
  • Personalized Learning and Development
• 2025, The Year of AI-Amplified Leadership
  • Embracing the AI Revolution
• The Future of Work is Here™

Executive Hiring Trends in 2024

2024 has been a dynamic year for executive hiring, marked by both opportunities and challenges. While the overall job market has shown signs of slowing down, certain sectors, such as technology and healthcare, continue to experience demand for top-tier leadership talent.

The rise of remote and hybrid work models has added a new layer of complexity to the executive search process. Companies are increasingly seeking leaders with the skills and experience to manage geographically dispersed teams and navigate the unique challenges of the digital workplace.

One notable trend has been the rise of “backdoor” remote jobs for executives, says Lauren Pasquarella Daley, AVP at Jobs for the Future (JFF) and career expert. Daley shared that these positions, often unadvertised and filled through networking or referrals, can create opportunity gaps and perpetuate unfairness in the hiring process.

This trend of backdoor hiring underscores the importance of proactive networking and relationship building for executive job seekers. Additionally, companies must prioritize transparency and inclusivity in their hiring practices to ensure equal access to leadership opportunities.

A recent report by Heidrick & Struggles indicated a 15% decrease in executive placements in Q3 2024 compared to the previous year. The Conference Board’s CEO Confidence Index dropped to its lowest level in two years. This suggests a cautious approach to executive hiring.

As we look ahead to 2025, it’s essential for executives to stay informed about the evolving hiring landscape and adapt their job search strategies accordingly. This includes building a strong online presence, showcasing their skills and accomplishments through a targeted resume and LinkedIn profile, and actively engaging with their professional networks.

Skills-Based Hiring: The Rise of the “No-Name” Executive

The tides are turning in the executive hiring world. For years, the prevailing strategy was to snag the “big fish” – the executive with the impressive title and a long list of accomplishments at well-known companies.

“Companies were willing to shell out big bucks to land a person with name recognition, even if that CEO had never worked in their industry,” says Jim Hickey, President and Managing Partner of Perpetual Talent Solutions.  “The result? A concentrated list of executives that everyone wanted.”

Companies now prioritize skills over pedigree. This means that executives with the right competencies and a proven track record of success can compete effectively, regardless of their background or the size of the companies they’ve worked for.

“I’m already seeing big-name companies take chances on lesser-known executives,” says Hickey. “These workers not only cost less to acquire, they also have the drive necessary to thrive in a slow market. They’re hungry and hardworking.”  

This change is driven by the rapid pace of technological advancements and the evolving needs of businesses. Companies need agile leaders who can adapt to disruptive technologies, drive digital transformation, and possess specialized skills in areas like data analysis, cybersecurity, and digital marketing.

Executives from lesser-known companies often bring fresh perspectives and a willingness to challenge the status quo, qualities highly valued in today’s dynamic marketplace. Moreover, the increasing integration of AI across industries demands leaders with the skills to leverage this technology effectively.

Do Skills Outweigh Pedigree in Executive Hiring?

This shift towards skills-based hiring is evident in recent trends. In a LinkedIn poll of close to 1,700, 75% of respondents believe a C-leader from a lesser-known company with strong skills can compete with those from blue-chip organizations. Companies realize that past success at a big-name company doesn’t guarantee future performance. They need leaders with specific skills and experience to address current challenges.

Although the majority of respondents believe skills matter more than pedigree, some aren’t sure that executives from lesser-known companies can compete with those from blue-chip organizations.

According to some experts, big companies often need leaders with experience in complex, large-scale operations. Erin Riska, a fractional talent acquisition partner and freelance recruiter, expressed skepticism about the changing landscape, stating, “I’ll believe it when I see it.” 

Teegan Bartos, who bridges corporate strategy with People-Centric Solutions, shared that Fortune 500 companies prioritize leaders with experience solving large-scale, complex problems unique to big organizations. In her experience, a C-suite role at a small to mid-sized company often translates to a director-level role at a larger organization. 

Andrew Kelley III, VP of Corp Dev & Ventures, acknowledged that while skills matter, it’s not always how the world works. Boards often need to de-risk CEO hires to do right by equity owners, which can sometimes favor executives from well-known companies.

The Year of Skills-First Hiring

As companies navigate the evolving landscape of work, 2025 is poised to be the “year of skills-first” hiring, according to Lauren Pasquarella Daley. The World Economic Forum’s Future of Jobs Report lists critical thinking, problem-solving, and communication as the top three skills needed for the future workforce. Priority will be placed on the demonstration of specific skills and competencies, whether technical or human/durable, across all employee levels, including executives.

“[Skills-first hiring] means more emphasis on demonstration of skills during the interview process through completing assessments, submitting work samples, doing skill-specific performance tasks, and/or being able to show proof of verified skills/credentials,” says Daley. Executives need to provide tangible evidence of their abilities, going beyond simply listing accomplishments on their resumes. 

A recent study by Korn Ferry found that 72% of companies are now using skills assessments in their hiring process, highlighting the growing importance of tangible evidence of abilities. This shift underscores a growing recognition that skills are the most reliable predictor of success in the modern workplace, regardless of a candidate’s background or prior experience.

This new landscape presents both challenges and opportunities for executives. Job seekers need to highlight their skills and their alignment with a company’s needs, embrace continuous learning to stay ahead of the curve, and quantify achievements with concrete examples and measurable results.

For companies, skills-based hiring requires a shift in focus from pedigree to identifying candidates with the specific skills needed for the role, investing in employee skill development, and implementing robust skills assessments.

Ultimately, the shift towards skills-based hiring benefits both companies and executives. It allows companies to find the best talent, and it gives executives the opportunity to advance their careers based on merit, not just their past affiliations.

The Hybrid Workspace – Finding the Sweet Spot

The way we work has irrevocably changed. A survey by Slack revealed that 72% of executives prefer a hybrid work model. The rise of remote work has blurred the lines between our personal and professional lives, and now, companies are grappling with how to create a workspace that fosters both productivity and well-being.

In 2025, it won’t be about simply offering remote work; it will be about finding the perfect balance – the hybrid sweet spot. “We’ve seen a pendulum swing,” says Joshua M. Evans, bestselling author of Enthusiastic You and speaker on workplace engagement. “First, it was all about the office, then the remote revolution. Now, it’s about finding what truly works for both the company and its employees.”

“Hybrid work models are cementing their place as the norm, offering a more balanced and adaptable work-life structure. Companies resisting this trend, mandating complete return-to-office initiatives, will struggle with talent attraction and employee retention,” says Richard Smith, managing partner of Benton + Bradford Consulting. The key is to prioritize flexibility, intentionality, and employee well-being to create a thriving hybrid work environment.

Hybrid Workspace Key Focus

To create a thriving hybrid workspace, companies need to focus on these key areas:

Flexibility with Purpose: Hybrid workspaces will need to offer flexibility, but not just for the sake of it. Companies will need to define clear goals and expectations for in-person vs. remote work.

Intentional Collaboration: Meaningful connection and collaboration are crucial. This means creating opportunities for team-building activities, project kick-off meetings, and social events that bring people together.

Investing in Technology: Seamless technology is essential. Companies need to invest in tools that facilitate communication, collaboration, and project management across different locations and time zones.

Prioritizing Well-Being: The hybrid model can blur boundaries between work and personal life. Companies must prioritize employee well-being by promoting work-life balance, offering mental health resources, and creating a culture of trust and respect.

The hybrid workspace is not a one-size-fits-all solution. Companies will need to experiment, adapt, and find the model that best suits their unique needs and culture.

Executive Hiring Trend of Creating a Human-Centric Workplace

The pressure is on for executives. The rapid pace of change, the demands of a hybrid workforce, and the ever-present need to adapt can take a toll. In 2025, companies will need to go beyond simply acknowledging mental health; they’ll need to actively foster a human-centric workplace that prioritizes well-being.

Experts are seeing a shift from ’employee wellness programs’ to a more holistic approach. Stacy Harshman, Founder of Your Fulfilling Life and Career Counselor, believes companies will benefit from creating a culture where employees feel supported, valued, and empowered to prioritize their well-being. “2025 will be a pivotal year of progress—one that blends innovation, well-being, and purpose,” says Harshman.

What This Means for Companies

• Leading by Example: Executives need to model healthy work habits. This could involve setting boundaries between work and personal life, taking regular breaks, using vacation time, and openly discussing their own well-being practices.
• Open Communication: Create a safe space for employees to discuss mental health concerns without fear of judgment. This could involve regular check-ins with managers, employee resource groups focused on mental health, access to mental health professionals through an Employee Assistance Program (EAP), or training for managers to recognize and address signs of stress or burnout in their team members.
• Flexible Work Arrangements: Offer flexible work arrangements that allow employees to better manage their work-life balance. This could include hybrid work models, flexible hours, the ability to work remotely, generous parental leave policies or “unlimited” vacation time.
• Investing in Resources: Provide access to resources that support employee well-being, such as mental health apps, mindfulness programs, on-site fitness facilities or subsidized gym memberships, healthy snacks and meals in the workplace, or ergonomic workstations to promote physical comfort.
• Fostering a Culture of Support: Cultivate a workplace culture that values empathy, compassion, and respect. This could involve promoting work-life balance, encouraging teamwork and collaboration, recognizing and rewarding employee contributions, providing opportunities for professional development and growth or celebrating diversity and inclusion.

Gen Z is Driving the Change

According to Andrew Shatte, PhD, Chief Knowledge Officer at meQuilibrium, Gen Z is driving this trend. With 18% of the current workforce being born between 1997 and 2012, this number is expected to be 30% by 2030. 

“[Gen Zers] seem to know what’s good for them in ways we do not,” says Shatte. “They will choose employers who offer mental health days and wellness programs. They will vote with their feet if a company does not provide work-life balance, reasonable work hours, and show social responsibility. We need Zoomers to help us ‘normalize’ change and they need us to accommodate their workplace wants and needs.”

By prioritizing employee well-being, companies can create a more engaged, productive, and resilient workforce. This not only benefits individual employees but also strengthens the organization as a whole.

AI-Augmented Leadership

As we’ve discussed, skills are more important than ever – and AI skills are ranking at the top of the list. In fact, as Vanessa Larco states, “AI Proficiency will be a skillset they will ask you about.” This is great news for the ‘no-name’ executive. By mastering AI, you can demonstrate your value and compete with executives from even the most prestigious backgrounds.

But it’s not just about having AI skills; it’s about understanding how to leverage AI to enhance your leadership capabilities. Here’s what that means:

Data-Driven Decision Making

AI can analyze vast amounts of data to provide insights that would be impossible for humans to gather on their own. As a leader, you can use this information to make more informed decisions, anticipate future trends, and stay ahead of the curve.  

For example, imagine using AI to analyze customer sentiment across social media, identify emerging market trends, or predict the impact of a new product launch. These are the types of insights that can empower executives to make strategic choices with confidence.

AI can analyze vast amounts of data to provide insights that would be impossible for humans to gather on their own. As a leader, you can use this information to make more informed decisions, anticipate future trends, and stay ahead of the curve.

However, as Upwork Research Institute’s Kelly Monahan, PhD points out, “AI’s promise and peril in the recruiting space are the democratization of insights.” Executives need to be mindful of potential biases and ensure they are using AI responsibly.

Enhanced Productivity and Improved Communication

Embrace the efficiency of AI automation, and reclaim your time for strategic thinking and innovation. This allows you to be more efficient and productive, ultimately driving better results for your organization. 

According to a report by McKinsey Global Institute, AI could potentially create an additional $13 trillion global economic activity by 2023. This is because AI can automate repetitive and mundane tasks, allowing professionals to focus on more complex and strategic work. 

AI-powered tools can also facilitate communication and collaboration across teams and departments, breaking down silos and fostering a more connected and engaged workforce.  

Tools like Grammarly and Otter.ai can help executives communicate more effectively, while project management platforms with AI capabilities can streamline workflows and improve team collaboration.

Personalized Learning and Development

“The demand for skilled workers will lead to an abundance of opportunities for reskilling and upskilling,” says Stacy Harshman.

Imagine a workforce empowered by personalized AI learning, where each team member receives the precise training they need to excel. This personalized approach to development can lead to greater engagement and faster skill acquisition.  

Personalized learning and development is crucial in the age of AI. AI can tailor learning experiences to individual needs, helping your team members develop the skills they need to succeed in the future. 

As Frank Cicio, CEO of iQ4, aptly puts it, “2025 will be ‘The Year of Skills’ because AI and cybersecurity threats evolve daily, and companies will need to prioritize skill-building over filling positions with temporary stopgaps. We’ll see a stronger commitment to upskilling, particularly in areas where rapid technology advancements outpace current knowledge.” This personalized approach to development can lead to greater engagement and faster skill acquisition. 

While the benefits of AI-augmented leadership are clear, it’s important to address some common concerns. It’s understandable to have concerns about AI taking over jobs. But the reality is that AI-augmented leadership is about humans and machines working together. The most successful executives will be those who can harness the power of AI to enhance their own abilities.

In essence, AI-amplified leadership is about using AI to augment your human capabilities, allowing you to lead with greater insight, efficiency, and impact. Embrace the power of AI-augmented leadership to drive innovation, enhance productivity, and unlock the full potential of your team.

2025, The Year of AI-Amplified Leadership

Remember when 2022 was dubbed the year of the “quiet quitter”? Or when 2023 was marked as the “year of corporate reckoning” with its wave of layoffs and back-to-office mandates? In our trends article last year, Kelly Monahan, Managing Director of Upwork’s Research Institute predicted 2024 would be the year of job disruption, and she was not wrong. Each year brings its own set of challenges and opportunities, shaping the way we work and lead. While hindsight is 20/20, and we never really know what the future holds, there is great value to lessons of the past and observing trends can help us best prepare for what’s to come.

I’m dubbing 2025 “The Year of AI-Amplified Leadership.” That’s right – we’re going to need to partner with AI to move forward. The rapid rise of AI is transforming every industry, and executives who can harness its power will be the ones who thrive in this new era.

The demand for AI skills is skyrocketing, with projections indicating that almost 1 billion people will be working in the AI space by 2030. This isn’t just about technical roles; AI is impacting every facet of business, creating a massive demand for professionals who can leverage this technology effectively.

Embracing the AI Revolution

There’s no sense in trying to avoid it. AI is the way of the future, and AI-skills are in high demand. In this new era of AI-amplified leadership, it’s not about where you went to school or who you know; it’s about your ability to harness the power of AI to drive innovation and achieve extraordinary results.

While some may fear that AI will replace human jobs, the reality is that AI-amplified leadership is about humans and machines working together. The most successful executives will be those who can harness the power of AI to augment their own abilities and lead with greater insight, efficiency, and impact.

This presents a unique opportunity for executives at all levels. In this new era of AI-amplified leadership, it’s not about where you went to school or who you know; it’s about your ability to harness the power of AI to drive innovation and achieve extraordinary results. Don’t get left behind; embrace the future of work and become an AI-amplified leader.

The Future of Work is Here™

The future of work is dynamic and full of opportunities for executives who are prepared to adapt and embrace change. As we’ve explored, skills are the new currency, and AI is the engine driving this transformation. Executives who can demonstrate their abilities, continuously learn, and leverage AI to amplify their leadership will be the ones who thrive in this evolving landscape.

But it’s not just about technical skills and AI proficiency. The human element remains crucial. The ability to connect with teams, foster collaboration, and prioritize well-being in a hybrid work environment will be essential for success. Executives who can lead with empathy, create inclusive cultures, and champion the human-centric workplace will be invaluable to their organizations.

At Briefcase Coach, we’re passionate about helping executives like you navigate this exciting future. We work with you to craft a compelling narrative that highlights your skills, vision, and potential, positioning you for success in the years to come. Whether you’re looking to refine your resume, enhance your LinkedIn profile, develop your interview skills, or gain clarity on your career path, we’re here to provide personalized guidance and support every step of the way.

Contact us today to learn more about how we can help you elevate your personal brand and land your dream role in this dynamic world of work.