Halfway through 2026, a few patterns have emerged consistently enough across our executive search work to be worth sharing. These aren’t broad predictions about the hiring market. They’re observations drawn from the executive searches we’ve conducted this year and the conversations we’ve had with boards, CEOs, leadership teams, and candidates along the way.
Leadership hiring is up across nearly every function we serve.
More than half of the searches we’ve conducted this year have been C-suite or top-of-function leadership roles. That’s a noticeable shift toward executive hiring and sets the stage for the trends we’re seeing across several functions.
Manufacturers are hiring differently than they were a year ago.
Last year, more of our manufacturing and industrial searches focused on operational roles such as plant managers, engineers, and program managers. This year, a meaningful share of those searches have shifted to executive and functional leadership positions, including Vice Presidents of Operations, Vice Presidents of Human Resources, Chief Financial Officers, and Directors of Supply Chain.
The reasons vary by organization. Some are preparing for succession, others are supporting growth, and some are taking the opportunity to strengthen leadership following a departure. But compared to a year ago, we’re seeing more organizations prioritize executive and functional leadership roles over operational hires.
HR hiring is rebounding, and the roles are more senior.
HR searches slowed in both 2024 and 2025. This year, hiring has picked back up, but what’s most notable is the level of the roles.
Last year’s HR searches were largely HR leader and HR Business Partner positions. This year, most have been Director- and Vice President-level opportunities. Compared to a year ago, we’re seeing organizations hire HR leaders at a more senior level. For organizations planning an HR search, that may mean greater competition for experienced senior- and executive-level talent.
Finance leadership continues to see significant transition.
Finance leadership has been one of the most active areas of executive hiring since the post-pandemic recovery, and we’re seeing that trend continue in 2026. Finance and accounting leadership roles represent an even larger share of our search work this year than they did in 2025. Some of that activity reflects planned retirements. In other cases, organizations are using a leadership transition as an opportunity to revisit the role itself before beginning a search.
Rather than making a like-for-like replacement, many are considering how the position should evolve to support growth, technology, business intelligence, and increasingly complex business decisions. For organizations anticipating a finance leadership transition in the coming years, it’s worth asking that question before the search begins.
Salaries are creeping up, not spiking.
Candidates are accepting offers above a client’s original salary range more often than they did a year ago, and the gap has widened slightly.
This isn’t the post-pandemic market where compensation jumped 30 to 50 percent overnight. Instead, we’re seeing a steady upward movement. Organizations that establish a salary range too early—or too narrowly—may find themselves adjusting expectations once candidates enter the process.
The common thread
The executive hiring market continues to evolve, but one pattern has remained consistent throughout the first half of the year: organizations are placing greater emphasis on leadership roles that will shape the future of the business.
For boards, CEOs, and hiring leaders, that makes preparation more important than ever. Defining the role clearly, aligning on future expectations, and understanding the talent market before launching a search can make a meaningful difference in both the search process and the outcome.
