Recruitment & Executive Search in 2026: Trends to Watch – and Why the Human Touch Still Matters

As we move into 2026, recruitment and executive search continue to evolve at pace. Technology is accelerating processes, candidate expectations are shifting, and leadership requirements are becoming more complex. So what should businesses and candidates expect this year?

Here are some of the key trends we’re seeing — and how they’re shaping the future of executive search.

1. AI as an Enabler, Not a Replacement

AI is now firmly embedded in recruitment. From market mapping and talent identification to screening and scheduling, automation is helping search firms work faster and smarter.

But while AI can process data, it cannot truly assess leadership impact, cultural alignment, emotional intelligence, or long-term potential. Executive hiring is not a transactional process — it’s a strategic one.

At Mosaic Search, we see AI as a tool to enhance our work, not replace it. It supports our research and reach, allowing us to spend more time where it really matters: understanding people, businesses, and leadership dynamics.

2. A Continued Focus on Leadership Impact

Organisations are no longer hiring purely for experience or pedigree. In 2026, the emphasis is increasingly on:

• Change leadership and transformation capability
• Commercial and operational agility
• Values alignment and cultural contribution
• The ability to lead hybrid, diverse, and multi-generational teams

Boards and senior leaders are looking for individuals who can deliver results while also shaping resilient, adaptable cultures. This makes in-depth, consultative executive search more critical than ever.

3. Scarcity of Senior Talent in Key Sectors

Across Publishing, BPO, and Financial Services — sectors we work closely with at Mosaic — demand for high-calibre leadership continues to outstrip supply.

This is driving:

• More confidential, targeted search campaigns
• Increased counter-offers and longer decision cycles
• Greater importance placed on trust, discretion, and candidate experience

In a candidate-short market, relationships and reputation are decisive.

4. A More Human Candidate Experience

Senior candidates are increasingly selective. They expect transparency, insight, and honest career conversations — not just role descriptions.

This year, we’re seeing a stronger expectation that executive search partners act as advisors, not just intermediaries. Leaders want to understand the why behind an opportunity, the realities of the culture, and the long-term vision of the organisation.

This is where human-led search is irreplaceable.

5. The Return on the Personal Touch

Despite the rise of AI, platforms, and automation, executive search remains a people business. Trust, judgement, and deep sector knowledge cannot be systemised.

At Mosaic Search & Selection, the personal human touch is paramount. We invest time in:

• Truly understanding our clients’ businesses and leadership challenges
• Building long-term relationships with senior talent
• Providing honest, informed guidance on both sides of the process

Because leadership appointments shape organisations for years — not quarters.

In summary:

2026 will continue to bring innovation in recruitment technology, but the most successful executive hires will come from search processes that combine intelligent tools with human insight.

• AI can support decisions.
• Data can inform strategy.
• But people choose leaders.

And that’s where Mosaic Search will always focus.

Mosaic Search & Selection – Specialists in senior level recruitment in the Publishing, Financial Services Sectors, and BPO