Hiring Your Executive Team? Here’s 5 Trends to Watch in 2025

Discover the five biggest executive search trends for 2025, covering salaries, equity, recruitment cycles, and more!

Over half of UK tech startup CEOs and directors say recruitment has become a significant challenge – that’s according to The Tech Nation Report, our state of the nation report on UK tech published this year.

As startups scale, founders and startup leaders need to build out their teams, but finding the best fit talent is a challenge. Our data is particularly striking at the executive and senior leadership level – CTOs and VPs of engineering are ranked as the most challenging roles to recruit.

As we look forward to 2025, many UK startups and scaleups are searching for experienced execs who can help fill vital technical skills gaps and competing globally for leadership talent who’ve scaled businesses before.

We caught up with Richard Segal, Co-Founder & Managing Partner of executive search firm, Founders Keepers, who outlines his five key executive recruitment trends for 2025.

1. The market downturn has made more talent readily available

It’s still a good time to hire! To hire well, start by aligning internally on the role requirements and competencies before launching a search.

Do thorough referencing, asking probing questions to understand the candidate’s working style, strengths, weaknesses, and fit – for the role and working environment.

Spend time building a relationship and selling them on the opportunity, and leverage the board in the interview process.

2. Recruitment processes are moving faster

Executive searches typically take 3-4 months from start to close, but we’re seeing that process get quicker as there’s more talent on the market with more time to spare for interviews. Plus, since covid, people are more used to video interviews, which expedite the hiring process.

3. Salaries have increased even in a down market

You’ve still got high-performing companies with big ambitions who are able to attract the very best talent. And the candidates going for these roles are experienced, proven, brilliant people who know how to navigate the market.

When making an offer, understand the candidate’s personal financial requirements and constraints, and clearly communicate what the company can afford and why.

4. Talent is increasingly looking to PE-backed firms

We’re seeing the emergence of tech talent, who’ve been part of scaling businesses in the past, now wanting to go into later-stage, private equity-backed companies. These firms offer broader roles, good compensation, and a faster path to liquidity.

5. Equity is still important, but people are assessing likelihood of a payout

Candidates are more closely assessing the likelihood and timeline of an equity payout, not just the headline percentage.

The market has made people more discerning and they’re likely to evaluate the real value of equity offers based on the stage and trajectory of the company and their own past experiences. To stay competitive, companies need to be transparent about their growth plans. 

Planning your executive recruitment for 2025? Read the latest tech recruitment and talent acquisition trends in The Tech Nation Report.

_{Main image caption: Richard Segal (Founders Keepers) speaking with Julia Ingall (Many Pets), Alan Cairns (GoCardless), and Naomi Trickey (Mews) at the Tech Nation Future Fifty Chief People Officer event hosted in partnership with Matchtech and Founders Keepers.}