It’s a new era in executive search, and the rules that helped you attract C-suite talent last year, or even three years ago, have changed. Turbulence in the economy, acceleration of tech adoption, and new demands for leaders who can deliver value as well as vision are raising the stakes for every executive search.
If you’re a board member, CEO, or executive team member who needs to make a pivotal hiring decision, this is about more than keeping up with industry trends. Getting the right C-suite hire quickly means more growth, more organizational resilience, and more of your strategic vision realized for years to come. A less-than-stellar hire, on the other hand—even one with sterling credentials and obvious qualifications—can slow or even reverse momentum.
Evolution of Executive Search
Executive search in 2026 is not what it used to be. In fact, it looks different on multiple levels from traditional recruiting. Top executives are less likely to be actively job searching. It’s more common to find qualified C-suite leaders on the market as “passive candidates” that must be identified, engaged, and won over through trusted relationships.
Companies are also challenged to adapt to three related trends in executive placement. The first is the emergence of new roles. You’ve likely seen (or heard about) the recent proliferation of roles with “Chief AI Officer” or “Chief Data Officer” in the title. In some cases, organizations are simply hiring for roles that barely existed five years ago. This puts pressure on executive search firms that are new to, researching and vetting candidates for these roles.
The second major shift in executive search is the growing focus on skills-based evaluation over traditional credential assessment. Boards and executives are looking for adaptability and strategic agility as much as financial acumen and operational expertise. In other words, they want transformational change agents as much as they want executives who can keep the existing organization humming.
The third and final major shift in executive search and assessment is cultural alignment. Functional competencies and leadership ability remain important, but executive search firms and hiring organizations are increasingly measuring candidates not only on what they’ve done, but on how they think and how they’ll work with the talent and culture they’re inheriting.
These changes in focus for C-suite hires mean you need executive search partners who are more like trusted business partners than transactional vendors. A true strategic partner in executive search brings real market intelligence about positioning, executive compensation, and availability of qualified talent. They also bring succession planning expertise as well as the organizational and industry insights required to identify what makes leaders successful in your particular context.
Key Drivers of Executive Hiring
As noted earlier, executive search in Utah and nationwide has evolved over the last few years. It’s important to have a clear picture of what the new norm looks like. It’s also helpful to identify the key trends that are driving new demands in executive placement services:
Hyper-precision in targeting. In today’s executive hiring environment, 10 strong candidates are better than 50 mediocre ones. The goal is no longer to generate large candidate pools, but rather to build well-curated shortlists of must-hire candidates. Executive search firms that still rely primarily on ATS searches, social media candidate pipelines, or volume-first search will fall behind. You need a search partner who is investing in AI-powered market mapping and analytics to help identify candidates who not only meet job criteria but fit the organizational culture and have the right leadership chemistry. At PrincePerelson & Associates, we’ve spent years mapping the market, so we know who is worth considering before we start the search process.
Succession planning and pipelines. You shouldn’t wait for a leadership crisis to hire a replacement. In the same way, more and more organizations are teaming with executive search firms well ahead of their next transition to ensure they have a deep enough pipeline to find a true fit without feeling pressure to rush the search or make a bad hire. Having a leadership pipeline in place not only makes good business sense but also ensures a much smoother onboarding process once a new executive has been identified. PrincePerelson & Associates has extensive experience not only in executing timely and efficient searches, but in long-term leadership planning and talent development. We help our clients map out a leadership succession and development strategy from the top.
Cultural fit as a competitive advantage. It’s never been more important to have the right company culture and the right cultural hire. Regardless of technical or functional qualifications, a poor cultural fit will weaken a top executive. Being highly qualified does not excuse a lack of awareness or sensitivity to the organizational culture. Not only do executive search firms need to understand more about cultural fit from the front end, they have to help their clients be more rigorous in evaluating how well the leadership style and work ethic of their shortlisted candidates align with their organizational values, current team, and strategic vision.
Full transparency in total executive compensation. These days, top executive candidates demand complete transparency around total compensation (not just base salary) up front. Bonuses, profit sharing, stock options, retirement plans, paid time off, health and wellness allowances, and professional development opportunities are all areas of focus. What’s more, candidates now expect that any financial targets or metrics are explicitly linked to specific goals for their tenure, whether that be revenue growth or meeting performance metrics. Organizations that are less forthcoming on total executive compensation from the beginning create distrust and complicate the search process.
Transformation experience and talent. In a world of AI disruption and geopolitical uncertainty, boards and executive teams place a premium on candidates who have experience leading complex transformations rather than managing the status quo. The ability to integrate AI and machine learning output and still drive human-centered change is required of top candidates for any C-suite role today. This also means there is a premium on transformational capability among top executive search firms. To keep pace, search partners are expanding their service lines to include things like succession planning and leadership development in addition to traditional candidate searches.
So, What Exactly Makes Executive Search…Well…Effective?
It’s not just about picking the right people for the job. A successful executive search process that delivers on time, on budget and leads to successful retention is characterized by a few common elements. First, there is a clear definition of “success” going into the search. Beyond just a title, organizations need to define what success looks like for the executive candidate. Meaningful measures of outcomes and targets the candidate needs to hit over the course of their tenure. This requires honest market research and discussions to understand salary and benefits competitiveness as well as what makes for a successful candidate in this market.
Effective search also means defining your success profile and sticking to it. This does not mean limiting or “cherry picking” candidates on arbitrary criteria. This means knowing your organizational strategy and needs, thoroughly researching the market, and having a strong understanding of what your executive team will and will not accept from a candidate (functionally, culturally, and in total comp).
Candidates are identified, screened and vetted. Confidentiality and respect are given to the organization’s strategy as well as the candidate’s current employment situation. This means discreet candidate sourcing, development, and reference-checking. The more you trust the search firm with your strategy, the better it is at delivering.
Top firms also know that the best candidates in your market are not always waiting in line to apply for a job in your organization. It’s about building local and national reach to source candidates that may be based outside of your immediate geography but could move to a role in your market. It’s about understanding local cultures in business and salary, as well as the availability of talent at the state and local levels. PrincePerelson & Associates has a unique advantage in this regard. Our 30+ years of serving Utah organizations has given us key insights into what motivates high-level talent across markets from Silicon Slopes to the rural heartland. Our extensive national network and decades of search experience allow us to access executives from coast to coast.
The Utah Advantage in Executive Search
Utah companies, particularly in tech, have a unique set of challenges when it comes to executive search. The rapid growth of Utah’s tech sector, the strong entrepreneurial culture, and our quality of life advantages have created real opportunities to attract high-level talent. However, as competition for talent in these growing markets has intensified, we’re seeing that the search for executives with local knowledge of the Utah market that also bring national-level experience to a Utah-based company is still a real challenge.
Put simply, organizations need a partner that can sell Utah opportunities compellingly to out-of-state executives. At the same time, they need to have relationships with local talent and know what it takes to get them ready for C-suite leadership. This means that in addition to understanding what executives are looking for in their next opportunity, search firms in Utah need to have a sophisticated understanding of how the benefits of Utah—from world-class outdoor recreation to a collaborative business culture—align with those priorities.
Frequently Asked Questions
What is executive search and how does it differ from traditional recruiting?
Executive search is a specialized recruitment process focused on identifying and attracting senior leadership talent for C-suite and executive-level positions. Unlike traditional recruiting where candidates actively apply for posted positions, executive search firms proactively identify passive candidates who aren’t actively job searching. They engage them by forming trusted relationships, and conduct confidential, high-touch searches that require deep market research, cultural assessment, and strategic advisory work.
How long does an executive search typically take?
Most executive searches take between 12+ weeks from initial engagement to final placement, though timelines can be extended due to role complexity, market conditions, and candidate availability. The process includes defining search criteria and market research, candidate identification and outreach, interviews, reference checks and offer negotiations, and onboarding support. Highly specialized or confidential searches may require additional time.
Why should we use an executive search firm instead of hiring internally?
Executive search firms provide access to passive candidates, deep market intelligence on compensation and competitive positioning, confidential search processes for sensitive replacements, specialized expertise in assessing C-suite competencies and cultural fit, significant time savings for boards and leadership teams, and reduced risk of costly executive mis-hires. For organizations without dedicated executive recruiting resources or those hiring infrequently at the C-suite level, professional search partners deliver measurably better outcomes.
What should I look for when choosing an executive search firm in Utah?
Look for firms with deep local market knowledge combined with national reach, proven track record placing executives in your industry or functional area, strong relationships with active and passive candidates at the executive level, transparent communication and defined search processes, ability to assess cultural fit alongside technical qualifications, experience with succession planning and leadership development, and references from recent clients with similar hiring needs. Utah-specific expertise matters—firms should understand regional business culture, compensation norms, and what motivates executives to relocate to or stay in Utah.
How much does executive search cost?
Executive search firms typically work on a retained basis, charging fees based on the executive’s first-year compensation. This fee structure aligns the search firm’s incentives to find the best candidate rather than the quickest placement. Additional costs may include research expenses, travel, and assessment tools. The investment typically pays for itself through reduced time-to-hire, lower turnover risk, and higher quality executive placements. Additionally, firms should instill confidence in their clients level of risk and extend some replacement guarantee terms for all placed executives.
Can executive search be conducted confidentially?
Yes, confidentiality is a cornerstone of professional executive search. Experienced firms conduct searches discreetly to protect both your organization’s strategic plans and candidates’ current employment situations. This includes using blind advertisements when necessary, and conducting reference checks only after explicit candidate permission. Confidential searches are particularly important when replacing an incumbent executive, entering new markets, or making strategic hires that could impact competitive positioning.
PrincePerelson & Associates is the Utah Choice for Executive Search
If you’re looking for a trusted partner to handle your most sensitive executive search needs in Utah, look no further than PrincePerelson & Associates. Our three decades of executive search experience and our in-depth understanding of leadership effectiveness in Utah give us a real edge over the competition.
We are a locally headquartered firm with relationships across the country. This means we can provide unparalleled local knowledge and relationships in Utah with a national reach to attract talent from anywhere. Plus, we have a deep track record and best-in-class industry knowledge in many verticals including Information Technology, Accounting & Finance, Marketing & Creative, Sales, HR, Legal, Manufacturing & Engineering, and Administrative.
Ready to start a conversation about your executive search requirements? Contact PPA to learn more about how we can help your organization attract and retain the very best talent in the market.