In today’s rapidly evolving business environment, AI is transforming industries at an unprecedented pace, and executive search is no exception. While technology is streamlining processes and improving efficiency, the human element remains a critical factor in successful leadership placements. A new report from Kestria highlights how executive search firms are strategically integrating AI with personalized approaches to balance innovation with the invaluable expertise and intuition of human recruiters.
This article is a full reproduction of Huntscanlon, originally published on February 21, 2025. You can read the original version here.
As AI continues to revolutionize industries, executive search must adapt and innovate to stay effective and relevant. While advanced AI tools are streamlining processes, improving efficiency and enhancing precision in candidate sourcing, the human element remains central to success, according to a new report from Kestria. “Executive search firms are increasingly focused on aligning technology with deeply personalized approaches, ensuring cultural fit, diversity and meaningful client relationships,” the study said. “This dual focus reflects the industry’s adaptation to a changing landscape, balancing innovation with the timeless value of human insight and expertise.”
Kestria gathered insights reflecting the perspectives and experiences of 141 managing partners and senior consultants from 40+ countries across the Americas, EMEA and APAC. The collected insights emphasize the critical role of high-end and comprehensive executive search process providing C-suite talent for future-proof organizations.
Technological advancements and AI have significantly reshaped the executive search industry over the past three years. A majority of respondents (62 percent) reported that these innovations have made executive search more effective. Kestria explains that this indicates a strong overall consensus on the positive role of technology in enhancing the executive search process, highlighting its growing importance in the industry.
Leveraging AI and automation opens significant opportunities for the executive search industry, the study found. Candidate sourcing emerged as the top benefit, highlighting Kestria’s ability to deliver comprehensive longlists. Market intelligence also plays a crucial role, providing deeper insights into talent landscapes and industry trends.
Enhancing Efficiency
“AI-powered tools enhance efficiency in executive search by automating tasks like document creation, note summarization and market, industry and company analysis,” said Sandro Eggimann, partner, Kestria Switzerland. These gains allocate more time for personal interactions with clients, stakeholders and candidate communities – an essential element in securing the right leadership placements.”
“At Kestria, we don’t just observe trends – we strategically integrate them into our daily work,” Mr. Eggimann said. “The ongoing exchange within our global network, regular group discussions and our digital platform enable us to provide clients with the latest market intelligence. At the same time, they benefit from our extensive network, which not only offers industry insights but also creates platforms where leaders can engage in discussions about the challenges and opportunities of artificial intelligence.”
“AI cannot replace human connections, but it can enhance executive search by making it more precise and strategic,” Mr. Eggimann continued. “Through data-driven insights and AI-powered matching, recruiters can identify candidates faster and assess their suitability more effectively. However, the final decision remains human – only personal interaction can determine cultural and strategic alignment. Recruiters who leverage AI will outpace those who don’t, which is why at Kestria, we combine cutting-edge technology with human expertise to deliver a more efficient, precise, and value-driven executive search process.”
Emerging Trends
Non-technology trends are reshaping executive search, with the survey identifying increasing emphasis on diversity and inclusion as the most important trend, followed by the growing importance of cultural fit in leadership roles.
Why Soft Skills Still Rule the C-Suite in the Age of AI
In an era dominated by technological advancements and artificial intelligence, it might be tempting to believe that machines can replace human leadership. However, the essence of effective leadership lies in a unique blend of soft skills that transcend AI’s capabilities, according to a new report from Kestria. “While technical expertise is undoubtedly necessary, it is often the softer skills that distinguish exceptional leaders,” the Kestria report said. “Soft skills like empathy, communication and emotional intelligence are the bedrock of successful leadership. These interpersonal qualities enable leaders to navigate complex organizational challenges, build strong relationships and inspire their teams to achieve great things.”
A Look at Today’s Trends in Executive Search
In today’s rapidly evolving business environment, AI is transforming industries at an unprecedented pace, and executive search is no exception. While technology is streamlining processes and improving efficiency, the human element remains a critical factor in successful leadership placements. A new report from Kestria highlights how executive search firms are strategically integrating AI with personalized approaches to balance innovation with the invaluable expertise and intuition of human recruiters.
February 21, 2025 – As AI continues to revolutionize industries, executive search must adapt and innovate to stay effective and relevant. While advanced AI tools are streamlining processes, improving efficiency and enhancing precision in candidate sourcing, the human element remains central to success, according to a new report from Kestria. “Executive search firms are increasingly focused on aligning technology with deeply personalized approaches, ensuring cultural fit, diversity and meaningful client relationships,” the study said. “This dual focus reflects the industry’s adaptation to a changing landscape, balancing innovation with the timeless value of human insight and expertise.”
Kestria gathered insights reflecting the perspectives and experiences of 141 managing partners and senior consultants from 40+ countries across the Americas, EMEA and APAC. The collected insights emphasize the critical role of high-end and comprehensive executive search process providing C-suite talent for future-proof organizations.
Technological advancements and AI have significantly reshaped the executive search industry over the past three years. A majority of respondents (62 percent) reported that these innovations have made executive search more effective. Kestria explains that this indicates a strong overall consensus on the positive role of technology in enhancing the executive search process, highlighting its growing importance in the industry.
Leveraging AI and automation opens significant opportunities for the executive search industry, the study found. Candidate sourcing emerged as the top benefit, highlighting Kestria’s ability to deliver comprehensive longlists. Market intelligence also plays a crucial role, providing deeper insights into talent landscapes and industry trends.
Enhancing Efficiency
“AI-powered tools enhance efficiency in executive search by automating tasks like document creation, note summarization and market, industry and company analysis,” said Sandro Eggimann, partner, Kestria Switzerland. These gains allocate more time for personal interactions with clients, stakeholders and candidate communities – an essential element in securing the right leadership placements.”
“At Kestria, we don’t just observe trends – we strategically integrate them into our daily work,” Mr. Eggimann said. “The ongoing exchange within our global network, regular group discussions and our digital platform enable us to provide clients with the latest market intelligence. At the same time, they benefit from our extensive network, which not only offers industry insights but also creates platforms where leaders can engage in discussions about the challenges and opportunities of artificial intelligence.”
“AI cannot replace human connections, but it can enhance executive search by making it more precise and strategic,” Mr. Eggimann continued. “Through data-driven insights and AI-powered matching, recruiters can identify candidates faster and assess their suitability more effectively. However, the final decision remains human – only personal interaction can determine cultural and strategic alignment. Recruiters who leverage AI will outpace those who don’t, which is why at Kestria, we combine cutting-edge technology with human expertise to deliver a more efficient, precise, and value-driven executive search process.”
Emerging Trends
Non-technology trends are reshaping executive search, with the survey identifying increasing emphasis on diversity and inclusion as the most important trend, followed by the growing importance of cultural fit in leadership roles.
Why Soft Skills Still Rule the C-Suite in the Age of AI
In an era dominated by technological advancements and artificial intelligence, it might be tempting to believe that machines can replace human leadership. However, the essence of effective leadership lies in a unique blend of soft skills that transcend AI’s capabilities, according to a new report from Kestria. “While technical expertise is undoubtedly necessary, it is often the softer skills that distinguish exceptional leaders,” the Kestria report said. “Soft skills like empathy, communication and emotional intelligence are the bedrock of successful leadership. These interpersonal qualities enable leaders to navigate complex organizational challenges, build strong relationships and inspire their teams to achieve great things.”
“Increasingly, candidates are trained by social media and ChatGPT to script their resumes for the highest hit rate,” said Monicca Yan, managing director, Kestria China & Singapore. “Sifting the real from the pretense requires an experienced consultant to assess and probe their experiences, identifying the true gems in the stack. Talent assessment and attraction still require a human touch. In a highly volatile world where organizational challenges are constantly evolving, the type of leaders needed will change over time and with the organization’s growth phase. A strong candidate does not necessarily align with the client’s organizational culture or current needs.”
The Next Five Years
The future role of executive search firms will balance technology with human insight. Key trends include prioritizing cultural fit and motivation, maintaining the human touch in relationship building and using AI to augment rather than replace decision-making. Ethical oversight and strategic advisory will also be crucial as firms adapt to diverse markets. Engaging passive candidates remains a key challenge, requiring a strategic approach to attract talent not actively seeking new opportunities.
Related: The Key to Hiring in 2025
“Executive search today isn’t just about identifying leaders – it’s about winning them over in an era where top talent isn’t actively looking,” said Carlos Eduardo Staut, CEO, Kestria Brazil. “For global leaders, this mirrors a familiar challenge: securing buy-in from stakeholders for critical decisions. Just as they navigate complex global organizations, we navigate international talent markets – leveraging deep local expertise, cultural intelligence, and advanced sourcing strategies to engage and persuade high-caliber executives. At Kestria, we don’t just present candidates; we orchestrate career-defining moves, ensuring our clients secure leaders who drive business impact.”
AI and technology will become increasingly central to executive search, enhancing efficiency while preserving the critical role of human expertise, according to the Kestria report. “Firms will rely more on AI-driven search processes to identify and assess candidates, leveraging automation to streamline operations,” the study said. “While AI will improve speed and accuracy, human judgment and personal relationships will remain essential in securing top executive placements. Automation will reshape recruitment workflows, with AI-powered tools optimizing CRM, ATS and job advertising strategies. Data-driven insights and predictive analytics will further refine decision-making, offering deeper market intelligence and improved candidate assessment. Additionally, AI will facilitate the globalization of talent sourcing, supporting skills-based recruitment and strengthening DEI efforts. As AI continues to evolve, its most successful applications will be those that enhance, not replace, the human element in executive search.”
Globalization and Cross-Sector Movement
Executive search is becoming increasingly global, with companies looking beyond local talent pools to source leadership from international markets, the Kestria report explained. “Data-driven insights, predictive analytics and competitive intelligence are replacing traditional networking, allowing firms to make more strategic hiring decisions,” it said. “Demand for digital and technology leadership is growing, particularly in areas like cybersecurity, while ESG considerations are playing a greater role in executive hiring. Cross-sector talent movement is also on the rise, with leaders transitioning between industries such as life sciences, tech and digital health. As executive search continues to evolve, globalization and data-driven strategies will be key to securing top talent.”
When asked about the most important future skills for executive search consultants, respondents ranked relationship management as the most critical, highlighting the value of strong client and candidate relationships. Industry-specific knowledge followed, reflecting the growing need for expertise tailored to specific sectors. “Advisory expertise emphasizing strategic guidance, understanding interpersonal dynamics and leveraging data effectively in the search process,” the report said.
“At Kestria, our managing partners and senior consultants don’t just understand the industries we serve – they have lived them,” said Rania Abdala, founder and managing director, Kestria UAE & Egypt. “With firsthand experience in these sectors, we speak the same language as our clients, making every search a true partnership. We go beyond matching skills, focusing on cultural fit, future readiness and the human touch that makes leadership truly impactful. Our approach ensures not only the right expertise but also an inclusive environment where diverse leadership thrives. With deep industry knowledge and a people-first mindset, we help clients find leaders who drive results and shape the future of their organizations.”
Client Expectations and Satisfaction
Measuring client satisfaction in executive search processes varies widely across firms, ranging from tracking retention rates and repeat business, reflecting the importance of long-term relationships and successful placements, to informal client check-ins and conversations, emphasizing the value of maintaining personal engagement, according to the Kestria report. Post-placement reviews, feedback surveys and no formal processes were equally common approaches. These insights reveal a blend of structured and informal strategies to assess client satisfaction effectively.
“In life sciences & healthcare, trust relies on credibility – essential for addressing the most specialized and demanding searches,” said Celine Chabee, partner, Kestria Canada & the US. “The more unique the need, the more trust becomes crucial. This is where we position ourselves as trusted advisors, delivering a tailored, methodical and high-touch approach that fosters stronger partnerships and ensures the best results for long-term success.”
“Decision-makers value the combination of local expertise and global insights,” said Thomas Muhmenthaler, managing partner, Kestria Switzerland. “They expect real-time insights early in the process and comprehensive market mapping that provides clear guidance on the desired profiles. Through continuous sharing of best practices within Kestria, we scale this knowledge globally, offering added value that goes beyond traditional market research.”
Focus on DEI in Executive Search
The Kestria report also notes that executive search firms are prioritizing diverse shortlists by ensuring a mix of candidates across gender, geography, cultural backgrounds and, where relevant, disability inclusion. “Expanding searches beyond traditional industries allows for a broader talent pool, focusing on abilities and experience rather than just sector-specific backgrounds,” the study said. “Some firms implement inclusive sourcing by actively posting searches on platforms that reach underrepresented demographic groups. Proactive talent mapping and market research further enhance efforts to identify and attract diverse leadership candidates.”
Gender diversity remains a key priority, with targeted strategies to ensure balanced representation in executive searches. Kestria notes that some firms implement positive discrimination when candidates have equal qualifications, favoring women to address gender imbalances. Others avoid disclosing gender and age during the recruitment process to prevent bias, ensuring a fairer assessment based solely on competence and experience.
“Blind resume screening is increasingly used to eliminate bias in the selection process, focusing solely on qualifications and experience. In some cases, gender and age details are intentionally omitted from candidate profiles to encourage impartial decision-making,” the Kestria report said. “Additionally, proactive sourcing and inclusive research methods help ensure that diverse talent is identified and given equal consideration throughout the recruitment process.”
“Incorporating our clients’ DEI priorities begins with a deep understanding of their business strategies, goals, and challenges,” said Raj Kumar Paramanathan, founding partner, Kestria Malaysia. “We assess hiring needs not just through the lens of technical competencies but also by identifying leadership traits essential for achieving their ambitions. Our focus is on attitude and approach, recognizing that cognitive diversity drives business success. While merit remains central, we expand our candidate research to uncover talent beyond conventional sources. Our longlist intentionally reflects diverse candidates, and if a specific diversity dimension is underrepresented in the shortlist, we proactively report this in our progress updates, ensuring transparency and accountability.”
Related: 2025 Talent Trend: New Leaders Focusing on Team Alignment and Impact
Contributed by Scott A. Scanlon, Editor-in-Chief and Dale M. Zupsansky, Executive Editor – Hunt Scanlon Media
