In C-level executive recruiting, as in fishing, landing the biggest catch takes more than luck — it demands research and strategy.

Finding leaders who can steer organizations through growth (or disruption) has become a challenge, especially as turnover continues to rise.

In 2024, CEO turnover across all industries climbed 9% year-over-year, according to a recent report by Harvard Law School. In the technology sector, that rate soared to 90%.

Organizations need a better hook — a research-driven approach led by expert executive recruiters who reach deeper and cast wider to secure the transformative leaders others can’t catch.

Why C-Level Executive Recruiting Demands More

What’s driving the difficulty in finding leaders?

  • According to the U.S. Bureau of Labor Statistics, 343,800 executive openings are projected annually through 2033.
  • Executives must lead through digital transformations, global market volatility and evolving workforce trends — challenges that often don’t show up on resumes.
  • Frequent leadership changes shake morale, delay strategy and threaten long-term organizational growth.

Executive recruitment strategies require precision. Here’s how to sharpen yours.

Leverage & Expand Your Network

C-level leaders don’t often apply through job boards. They’re found through relationships, trust and introductions. Start with your network, but don’t stop there. The strongest executive recruitment strategies expand a network through industry connections, peer recommendations and expert executive recruiters who know how to tap into hidden leadership circles.

Focus on Cultural Fit

An executive who doesn’t align culturally can derail strategy, fracture teams and fuel turnover. The right C-level recruitment firm takes time to understand your culture and leadership style. With that insight, they ensure candidates fit from the start and strengthen your organization. This also allows them to authentically position the opportunity, attracting leaders who connect with your vision.

Thoroughly Vet Candidates

Vetting should include behavioral interviews, leadership assessments and deep-dive references to explore how a candidate has navigated challenges, led teams and driven results. This level of scrutiny reduces the risk of costly missteps, especially as leadership transitions can make or break company momentum.

Prioritize Passive Talent with Duffy Group

Many of the best leaders aren’t looking — they’re already succeeding elsewhere. This is where the Duffy Recruitment Research™ model makes the difference. It specializes in C-level executive recruiting, using targeted research and market intelligence to map where the top performers are, gather compensation data and engage them with opportunities aligned to their ambitions.

It’s a proactive, informed approach that goes well beyond traditional search methods — one designed to bring forward candidates who wouldn’t otherwise be in the conversation.

Ready to catch your next big fish? Contact our team of expert executive recruiters to learn how our proprietary model helps you secure the leaders who will shape your future.