The executive market heading into 2027 rewards leaders who are prepared. I have outlined here a summary of feedback relative to the C-suite from major recruiting firms, some personal observations.

Demand is strong, but concentrated

Fee revenue at the 50 largest U.S. executive search firms grew 11% last year, and 94% of search firms surveyed expect more growth in 2026 (Hunt Scanlon Media). The busiest areas are private equity and venture-backed companies, healthcare and health tech, financial services, technology and AI, and professional services.

Fewer seats are opening at the top

CEO departures at the world’s largest companies fell to a nine-year low in the first half of 2026, as boards chose continuity and proven leaders (Russell Reynolds, via GDN Online). The board market tightened too. S&P 500 boards added just 364 new directors in 2026, the fewest since 2016, and only 24% were first-time directors, down from 31% a year earlier (Spencer Stuart).

With fewer openings, each one is more competitive. Properly constructed BOD Documents that nominating committees expect from serious candidates are more critical than ever. If you want your first board seat, private, PE-backed and nonprofit boards are often the best place to start.

High emotional intelligence combined with strategic thinking matters most, and AI fluency is expected

In a June 2026 study, leaders ranked strategic thinking as the most important skill (55%), far ahead of tech know-how (17%). Yet 90% said understanding AI will be essential for future C-suite leaders (Russell Reynolds). Private equity–backed companies especially want leaders who can turn AI and transformation into real financial results (Hunt Scanlon Media).

Interim and fractional roles are growing

Heidrick & Struggles reports a 151% increase in independent C-suite engagements since 2021, as companies bring in senior leaders for transformations and transactions (Heidrick & Struggles).

AI and executive resumes

More executives are coming to us after trying to position their resume with AI. It helped in places, but after a great deal of effort, many were left frustrated, with a flat, jargon-heavy document that reads as AI-written. Recruiters notice. A Korn Ferry senior partner says people are “warier of AI-created résumés than ever before” (Korn Ferry), and at the senior level, claims are the most likely to be checked (Korn Ferry).

Part of the missing piece is strategy. Before a single document is written, you need a plan: what you want next, why, and the value you bring to that market. Focus on strategically analyzing your branding, positioning, and communicating that value to a targeted audience –is still a process best done with an experienced advisor who knows how recruiters and boards evaluate senior leaders.

Looking ahead

Be ready before the call comes. Searches pick up in January, and the best opportunities move fast. If you would like to talk through what these shifts mean for your next move, I am always glad to have the conversation.

Mary Elizabeth Bradford, Founder, CEO Resume Writer