As we move into the second quarter of 2026, the UK and global executive search landscape is undergoing a profound structural shift. The “wait and see” approach that defined much of 2025 has been replaced by a cautious optimism, but with a significantly higher bar for what constitutes “board-ready” talent.
According to one survey hiring confidence for Q2 2026 has surged to a Net Employment Outlook of 27%, a sharp 15-point rise from last quarter. However, this recovery is uneven, driven largely by mid-sized firms and specific high-growth verticals like Finance, Information, and Infrastructure.
Here is the state of the market for Q2 2026.
1. From “Digital Transformation” to “Agentic Governance”
The era of hiring a leader simply to “digitise” the business is over. In 2026, the focus has shifted to Agentic AI.Boards are no longer looking for visionary tech evangelists; they are seeking “Governors of Algorithms.”
Search mandates now prioritise leaders who can move beyond generative AI (chatbots and content) to agentic systems, AI agents capable of autonomous execution in supply chains, customer service, and financial auditing. The most sought-after COOs and CTOs this quarter are those who can demonstrate a track record of Human-Machine Collaboration, ensuring that autonomous systems remain aligned with corporate ethics and regulatory standards.
2. The Rise of “Whole-Person” Evaluation
The “linear career path” is officially a legacy concept. In Q2 2026, executive search firms are placing 40% more weight on behavioural assessment and pattern recognition than on pedigree or specific industry tenure.
- Skills-Based C-Suite: We are seeing “Hybrid Thinkers” – for example, HR Directors who own the IT function, or CFOs with deep operational engineering backgrounds.
- Velocity of Learning: With 40% of core workplace skills expected to change by 2030, the primary trait sought in C-suite candidates today is no longer “years of experience,” but the speed at which they can synthesise and apply new information.
3. Sector-Specific Hotspots
One particular S&P500 client at CJPI has been aggressively hiring to is VP/SVP leadership, whilst others – particularly in the UK FTSE remain cautious. While some (but not all!) large-cap firms (5,000+ employees) remain cautious, the Mid-Market (250–999 employees) is the engine of the Q2 recovery.
| Sector | Outlook | Key Focus |
| Finance & Insurance | +38% | Risk & Resilience, AI-driven compliance. |
| Energy & Infrastructure | +25% | Delivery discipline for projects like Sizewell C. |
| Tech & IT Services | +44% | Cybersecurity and autonomous system integration. |
| Manufacturing | +34% | Robotics and “local-for-local” supply chain experts. |
4. The “Risk-Adjusted” Executive
Capital discipline remains the watchword for many boards. High borrowing costs and persistent fiscal pressures mean there is zero tolerance for leadership error. As a result, the search process itself has become more clinical. We are seeing:
- Extended assessments that goes deeper to assess culture-building skills in hybrid environments.
- An uptick in substantive executive roles over interim francs for Q2, as firms use more deeply engraved leaders, rather than contractors to bridge gaps.
The Verdict for Q2
The theme for this quarter is Execution over Vision. The market is “turning a corner,” but the path is narrower than before. Leaders who can prove they are “risk-adjusted” and capable of driving growth while managing the complexities of AI governance and workforce transition will find themselves in high demand.
For organisations, the challenge is no longer just finding talent, but speed of engagement. With mid-market hiring intensifying, the best candidates are off the market faster than at any point since 2022.
