Resource Bridge · CFO Practice Insights · April 2025 · Based on 17 quarters of proprietary data

When your board decides it’s time to find a new CFO — how long do you think you have? Most organisations assume the process begins when they’re ready. The data suggests otherwise.

The headline number: 4.1% per quarter

Across 17 consecutive quarters of tracking CFO movements in mid-to-large Indian companies, the average quarterly churn rate is 4.1% — roughly 41 companies in every 1,000 replacing their CFO each quarter. The cumulative read is what matters: in approximately 25 quarters, the entire CFO population of those companies turns over. The market resets on a rolling six-year cycle. It isn’t episodic. It’s structural.

That 4.1% means your competitors are entering this market at the same time as you — every quarter, without exception. The candidates you’re considering are already in other conversations. The window between “we need a new CFO” and “we’ve lost the shortlist” is shorter than most search timelines account for.

Indian companies churn CFOs faster than MNCs — by a measurable gap

The 4.1% average masks an important split. Indian companies run at 4.4% quarterly churn. MNCs in India run at 3.6%. That 0.8 percentage point gap compounds every single quarter.

Several structural factors drive this gap. Indian promoter-led businesses tend to operate with CFOs in closer proximity to ownership decisions — strategic misalignments surface faster. Capital market events (IPOs, fundraises, debt restructuring) create natural inflection points where CFO tenures end or begin. And the expectation placed on the CFO role in Indian companies has expanded significantly in the last decade, making the shelf life of a “finance-only” CFO shorter.

For boards and promoters, the implication is direct: your CFO search is more likely to start suddenly, and the market you enter is more competitive, than the equivalent search at an MNC would be.

Seasonality: Q1 and Q2 are when the market runs hot

Churn doesn’t distribute evenly across the year. There’s a clear seasonal pattern in the data — and it has meaningful consequences for how you time and run a CFO search.

Q1 and Q2 together account for the bulk of CFO movements — 4.8% and 5.1% quarterly churn respectively. Q2 is the single highest-churn quarter in the dataset. Q3 is the relative lull at 2.8%. Q4 reverts close to the long-term average at 3.9%.

The practical read: if you’re entering a CFO search in Q1 or Q2, you’re competing for attention in the most crowded hiring quarter of the year. The supply of genuinely qualified CFO candidates hasn’t grown proportionally to demand. The search has to be faster, more targeted, and run by someone who already knows the candidates — not someone building their list from scratch.

“The market for CFOs is not just active — it’s hot, and it tends to peak exactly when most boards are still deciding whether to begin a search.”

What’s driving the demand surge right now

Capital market activity. The volume of IPOs, QIPs, PE-backed fundraises, and structured debt transactions has expanded significantly over the last three years. Each of these events creates a natural CFO transition — either because the existing CFO isn’t built for the post-event phase, or because the company’s ambitions have outgrown the incumbent.

Increased volatility in the operating environment. Shifting input costs, currency pressures, and compressed margin cycles are placing CFOs under direct performance scrutiny from boards. The CFO who managed steady-state operations is not always the CFO who can navigate a balance sheet under pressure. Boards are making that distinction faster than they used to.

Board expectations have reset. The CFO is increasingly a co-architect of business strategy, not just a reporting function. That’s a different job specification than what most incumbent CFOs were hired against — and it’s driving a re-evaluation of fit across a significant number of organizations.

A data point that contextualises the supply side: 50% of CFO hires are filled from external candidates — the role is not predominantly filled by internal succession. That means every company entering the external market is competing for roughly the same universe of available talent.

The hiring paradox: high demand, narrow pool

High churn combined with high demand would ordinarily suggest a liquid market. It doesn’t, because of how CFO hiring actually works. The hiring brief is narrower than most companies realise until they’re already mid-search.

Apply these filters simultaneously — arrived CFO, same-sector background, right age band — and the addressable pool for most mandates is somewhere between 40 and 80 people nationally. Many of them are not actively looking. Most of them are already in conversations with other organisations by the time any given search begins.

This is what separates a CFO search from a lateral hire at a more junior level. You’re not posting a job description and filtering applications. You’re working a closed network under time pressure, with candidates who have options and who evaluate firms as much as firms evaluate them.

The CFO evaluates you too

Experienced CFOs — particularly those who have already held the role for 3+ years — are selective. They are evaluating the board’s quality of thinking, the promoter’s operating style, the financial health of the business, and the scope of the mandate before they engage seriously. A search process that feels amateur or slow is a signal to the candidate about the organisation’s operating standards.

What a specialist CFO search firm actually changes

A generalist executive search firm — one that works across CHRO, CMO, COO, and CFO mandates — builds its CFO network episodically, one mandate at a time. Between mandates, that network goes cold. When your search begins, they are effectively starting fresh: mapping the market, requesting introductions, building rapport with candidates who don’t know them.

A firm that works exclusively on CFO and CEO mandates operates differently. The network is active continuously because the conversations never stop. In any given year, Resource Bridge has in-depth conversations with over 2,000 CFOs and CEOs across sectors and geographies — not as a recruitment exercise, but as part of running live mandates. The relationship already exists when your search begins.

The output is measurable. Resource Bridge closed a CFO mandate in 3 weeks — start to offer. That timeline is only possible if the candidate mapping work has been done before the mandate begins, and if the firm has the credibility to get a senior CFO to engage seriously within days rather than weeks.

The difference is not just speed. It’s the quality of the shortlist, the depth of the reference picture on each candidate, and the ability to assess fit — not just credentials — because the firm has had the relevant conversations long before your mandate started.

Frequently asked questions

What is the CFO churn rate in India?

The average quarterly CFO churn rate in India is 4.1%, based on 17 quarters of data from Resource Bridge’s CFO practice. Indian companies specifically run at 4.4% per quarter, compared to MNCs at 3.6%. This implies a full CFO market reset approximately every 25 quarters.

When is the best quarter to hire a CFO in India?

Q1 and Q2 are the most active quarters for CFO movement, with churn rates of 4.8% and 5.1% respectively. While these are high-demand quarters, they are also the most competitive for hiring. Beginning your search process in Q4, before the peak, gives you a structural advantage.

How long does a CFO search take in India?

A generalist executive search firm typically takes 3 to 6 months for a CFO search. A specialist firm with an active, continuously maintained CFO network can move significantly faster. Resource Bridge has closed CFO mandates in as little as 3 weeks from start to offer.

Why is the CFO talent pool in India described as narrow?

74% of companies require a candidate who has already been a CFO for at least 3 years. 64% prefer same-sector experience. The average preferred age at hire is 48 years. Apply these filters together and the addressable national pool for most mandates is between 40 and 80 candidates.

How does CFO churn compare to CEO churn in India?

CFO churn in India at 4.1% per quarter is meaningfully higher than the comparable CEO churn rate of 2.9% per quarter — approximately 40% higher. CFOs turn over faster, more frequently, and often with less advance planning than CEO transitions.

Looking to hire a CFO or CEO?

Resource Bridge focuses exclusively on CFO and CEO searches. We speak with 2,000+ CXOs annually as part of active mandates — which means your search starts with a warm, mapped network, not a blank page.

[email protected]
+91 983 392 8616
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]]> https://resource-bridge.com/insights-bfsi/ Tue, 11 Nov 2025 10:07:46 +0000 https://resource-bridge.com/?p=8099 The post Insights from the mandates – BFSI appeared first on Resource Bridge.

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Insights from the mandates 

What’s changing in how 𝗕𝗙𝗦𝗜 𝗖𝗙𝗢𝘀 think about their next role? ↓

At Resource Bridge India — a CEO & CFO Search specialist firm — we recently closed two senior CFO mandates in Chennai:

one for a ₹5,000+ Cr listed Small Finance Bank, and another for an ₹8,000+ Cr General Insurance company.

𝗔𝗰𝗿𝗼𝘀𝘀 𝟲𝟬𝟬+ 𝗽𝗿𝗼𝗳𝗶𝗹𝗲𝘀 𝗺𝗮𝗽𝗽𝗲𝗱, 𝗮 𝗳𝗲𝘄 𝗰𝗹𝗲𝗮𝗿 𝘁𝗿𝗲𝗻𝗱𝘀 𝘀𝘁𝗼𝗼𝗱 𝗼𝘂𝘁 👇

𝟭. 𝗠𝗼𝘃𝗲𝗺𝗲𝗻𝘁 & 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 | 𝗧𝗵𝗲 𝗡𝗲𝘄 𝗕𝗮𝗹𝗮𝗻𝗰𝗲

Nearly 𝗼𝗻𝗲 𝗶𝗻 𝘁𝗵𝗿𝗲𝗲 𝗖𝗙𝗢-𝟭 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗶𝗻 𝘁𝗼𝗽 𝗽𝗿𝗶𝘃𝗮𝘁𝗲 𝗯𝗮𝗻𝗸𝘀 𝗮𝗿𝗲 𝗻𝗼𝘄 𝗲𝘅𝗽𝗹𝗼𝗿𝗶𝗻𝗴 𝗿𝗼𝗹𝗲𝘀 𝘄𝗶𝘁𝗵 𝗦𝗙𝗕𝘀 𝗮𝗻𝗱 𝗡𝗕𝗙𝗖𝘀 — drawn by broader ownership, faster decision cycles, and greater board visibility.

SFBs are also closing the compensation gap through variable pay and ESOPs.

𝟮. 𝗘𝘅𝘁𝗲𝗿𝗻𝗮𝗹 𝗛𝗶𝗿𝗶𝗻𝗴 | 𝗦𝗙𝗕𝘀 𝗶𝗻 𝗦𝗲𝗰𝗼𝗻𝗱 𝗚𝗿𝗼𝘄𝘁𝗵 𝗣𝗵𝗮𝘀𝗲

As SFBs mature, many are 𝗵𝗶𝗿𝗶𝗻𝗴 𝗲𝘅𝘁𝗲𝗿𝗻𝗮𝗹𝗹𝘆 𝗳𝗿𝗼𝗺 𝘂𝗻𝗶𝘃𝗲𝗿𝘀𝗮𝗹 𝗯𝗮𝗻𝗸𝘀 to strengthen governance, profitability, and IPO readiness.

𝟯. 𝗖𝗙𝗢-𝟭 𝗣𝗶𝗽𝗲𝗹𝗶𝗻𝗲 𝗚𝗮𝗽𝘀

Even among top private banks, 𝗼𝗻𝗹𝘆 𝗮 𝗵𝗮𝗻𝗱𝗳𝘂𝗹 𝗼𝗳 𝗖𝗙𝗢-𝟭𝘀 qualify as ready successors — often limited by exposure, leadership gravitas, or qualification.

𝟰. 𝗜𝗻𝘀𝘂𝗿𝗮𝗻𝗰𝗲 𝗦𝗲𝗰𝘁𝗼𝗿 𝗦𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆

Insurance remains the most stable BFSI vertical, with ~𝟴% 𝗮𝘁𝘁𝗿𝗶𝘁𝗶𝗼𝗻 and movement largely within the same vertical.

𝗢𝘂𝗿 𝗹𝗮𝘁𝗲𝘀𝘁 𝗵𝗶𝗿𝗲 𝗰𝗮𝗺𝗲 𝗳𝗿𝗼𝗺 𝗮 𝘁𝗼𝗽 𝟱 𝗡𝗕𝗙𝗖.

CFOs today are moving for scope, influence, and long-term impact — not just title.

At Resource Bridge India, we’ve completed 100+ CEO & CFO searches in the past four years, helping organisations find finance leaders who drive transformation.

🔗 See more of our work
Link [https://lnkd.in/d5_tPYGn]
Resource Bridge | CEO & CFO Searches

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]]> https://resource-bridge.com/insights-from-the-mandates-building-materials/ Mon, 10 Nov 2025 09:56:37 +0000 https://resource-bridge.com/?p=8091 The post Insights from the mandates – Building materials appeared first on Resource Bridge.

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Insights from the mandates 

We recently partnered with a listed building materials company to find a MD & CEO. ⬇️

As we do with other mandates, we went on an exploration of the building materials space and adjacencies (e.g., commercial aircon) to bring the client a vast selection of candidates. 𝗙𝗿𝗼𝗺 𝘁𝗵𝗶𝘀, 𝗵𝗲𝗿𝗲 𝗮𝗿𝗲 𝟱 𝗶𝗻𝘀𝗶𝗴𝗵𝘁𝘀 𝘁𝗵𝗮𝘁 𝗺𝗶𝗴𝗵𝘁 𝗿𝗲𝘀𝗼𝗻𝗮𝘁𝗲 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂:

🔷 𝗖𝘂𝗿𝗿𝗲𝗻𝘁𝗹𝘆, 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗠𝗮𝘁𝗲𝗿𝗶𝗮𝗹𝘀 𝘀𝗽𝗮𝗰𝗲 𝗶𝘀 𝗵𝗼𝘁 𝗼𝗻 𝗵𝗶𝗿𝗶𝗻𝗴

We researched 747 candidates across building materials and adjacencies. Yes, we map extensively to create the widest pool of candidates, to fit their 5-year strategy and mission.

Of these 700+ candidates, 30 (=4%) had recently moved, which is high (for comparison, in the broader CEO spectrum, ~2.5% move).

Building Materials is changing CEOs rapidly, as did Financial Services (ongoing) or Chemicals (recently). We expect this to last 1–2 quarters.

🔷 𝗤𝘂𝗶𝘁𝗲 𝗮 𝗳𝗲𝘄 𝘄𝗶𝘁𝗵𝗶𝗻 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗠𝗮𝘁𝗲𝗿𝗶𝗮𝗹𝘀 𝘀𝗽𝗮𝗰𝗲 𝗮𝗿𝗲 𝗻𝗼𝘁 𝗶𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗲𝗱 𝗶𝗻 𝗺𝗼𝘃𝗶𝗻𝗴

Of the 747 candidates, we picked 108 to approach – surprisingly, 45 (~42%) were not interested in exploring any role. We don’t have comparable data for other sectors yet, but anecdotally this is high. Such a percentage of folks not open to roles narrows the pool.

🔷 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗠𝗮𝘁𝗲𝗿𝗶𝗮𝗹𝘀 𝘀𝗽𝗮𝗰𝗲 𝘀𝘂𝗳𝗳𝗲𝗿𝘀 𝗳𝗿𝗼𝗺 𝗵𝗶𝗴𝗵 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝗶𝗻𝘀𝘂𝗹𝗮𝗿𝗶𝘁𝘆

When we look at the movements, 80% stay within building materials.

Of this, 60% move within the same sub-sector (e.g., tiles to tiles, fittings to fittings) and only 40% even moved to another sub-sector (e.g., fittings to tiles).

While Building Materials is not alone (this is India-specific), is such insularity warranted and in companies interest to shut out high potential candidates from other sectors (e.g., FMCG, consulting)? We get that companies in a hurry to transform often have no patience for an outsider to settle in and the difference in perspectives outsiders may bring is undervalued, but a wider lens could be to their advantage.

🔷 𝗪𝗵𝗶𝗹𝗲 𝗻𝗼𝘁 𝗹𝗮𝗿𝗴𝗲, 𝘀𝗼𝗺𝗲 𝗮𝗿𝗲 𝗹𝗲𝗮𝘃𝗶𝗻𝗴 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗠𝗮𝘁𝗲𝗿𝗶𝗮𝗹𝘀 𝗮𝗹𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿, 𝘁𝗼 𝗼𝘁𝗵𝗲𝗿 𝗶𝗻𝗱𝘂𝘀𝘁𝗿𝗶𝗲𝘀

About 12% of those who moved, moved out entirely. While any industry will see this, given the buzz, this does seem odd

🔷 𝗖𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲𝘀 𝗮𝗿𝗲 𝗼𝘂𝘁𝘄𝗶𝘁𝘁𝗲𝗱 𝗯𝘆 𝗣𝗘𝘀 𝗼𝗻 𝗘𝗦𝗢𝗣𝘀 𝗾𝘂𝗮𝗻𝘁𝘂𝗺

Almost every company, listed or unlisted, is offering ESOPs to CEOs. So the battle has shifted to quantum instead of whether ESOPs is given – here, PEs offer far higher than the most aggressive corporate. On average, PEs offer 20+ times higher ESOPs than corporates. In one case, the CEO had an annual cash of 6–7c, with a 250c ESOPs over 5 years! Corporates need to change their paradigm on ESOPs.

At Resource Bridge India, we specialize in CEO & CFO searches. If you’d like to discuss leadership trends, let’s talk

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]]> https://resource-bridge.com/invisibles-in-the-hiring-process-6-2-3/ Mon, 10 Nov 2025 09:22:57 +0000 https://resource-bridge.com/?p=8081 The post Insights from the mandates – Ink appeared first on Resource Bridge.

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Insights from the mandates 

When an Indian conglomerate acquired a global business — Our Client went Global but with Indian roots and Indian market connect – Resource Bridge India delivered a “𝗱𝗮𝘆 𝘇𝗲𝗿𝗼” hire. ↓

We recently closed a 𝗖𝗙𝗢 𝘀𝗲𝗮𝗿𝗰𝗵 𝗳𝗼𝗿 𝗮 €𝟴𝟬𝟬𝗠 𝗚𝗹𝗼𝗯𝗮𝗹 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝘁𝘆 𝗖𝗵𝗲𝗺𝗶𝗰𝗮𝗹𝘀 𝗹𝗲𝗮𝗱𝗲𝗿 which was acquired by a leading Indian conglomerate.

𝗧𝗵𝗲 𝗯𝗿𝗶𝗲𝗳 𝘄𝗮𝘀 𝗶𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗶𝗻𝗴 — 𝗶𝘁 𝗰𝗮𝗺𝗲 𝘄𝗶𝘁𝗵 𝗺𝘂𝗹𝘁𝗶𝗽𝗹𝗲 𝗱𝗶𝗺𝗲𝗻𝘀𝗶𝗼𝗻𝘀: finding a global CFO who could bridge Europe and India, lead post-merger integration, prepare for an IPO, and build a global finance team for expansion across the US and APAC.

We eventually onboarded an Indian-origin CFO from a top 7 Global Consumer Giant, someone who could combine global experience with local agility — and lead transformation at scale.

𝗞𝗲𝘆 𝗟𝗲𝘀𝘀𝗼𝗻𝘀 👇

1. 𝗛𝗶𝗿𝗲 𝗳𝗼𝗿 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗶𝘁𝘆.
In times of change, the CFO must be more than a custodian of numbers.
The right leader turned a complex cross-border integration into a springboard for efficiency and value creation with a day zero presentation.

2. 𝗚𝗹𝗼𝗯𝗮𝗹 𝗖𝗶𝘁𝗶𝘇𝗲𝗻, 𝗜𝗻𝗱𝗶𝗮𝗻 𝗥𝗼𝗼𝘁𝘀.
Cultural chemistry matters as much as capability.
A global Indian leader helped align European governance with Indian execution — bridging perspectives and building trust.

3. 𝗤𝘂𝗮𝗹𝗶𝘁𝘆 𝗢𝘃𝗲𝗿 𝗦𝗽𝗲𝗲𝗱.
The Board waited through a six-month notice because the fit was right.
A truly transformational CFO is worth the time.

4. 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 𝗮𝘁 𝘁𝗵𝗲 𝗧𝗼𝗽.
The CEO’s conviction and clear alignment across stakeholders ensured the new CFO could lead with clarity and momentum from day one.

At Resource Bridge India, we’ve completed 100+ 𝗖𝗙𝗢 𝗮𝗻𝗱 𝗖𝗘𝗢 𝘀𝗲𝗮𝗿𝗰𝗵𝗲𝘀 in the last five years, many for global and cross-border mandates — each one proving that the right leaders doesn’t just manage growth, they define it.

🔗 𝗦𝗲𝗲 𝗺𝗼𝗿𝗲 𝗼𝗳 𝗼𝘂𝗿 𝘄𝗼𝗿𝗸
@Resource Bridge India | CEO & CFO Searches

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]]> https://resource-bridge.com/top-headhunting-consulting-firms/ Tue, 11 Mar 2025 06:19:19 +0000 https://resource-bridge.com/?p=7583 The post Top Headhunting Consulting Firms appeared first on Resource Bridge.

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Top Headhunting Consulting Firms: Your Guide to Finding the Best Executive Talent

Finding the right executive talent is crucial for the success of any organization. Headhunting consulting firms specialize in identifying and attracting top-tier candidates for leadership roles.

Here are some of the top headhunting consulting firms that can help you find the best executive talent for your organization:

1. Korn Ferry

• Overview: Korn Ferry is a global organizational consulting firm that specializes in executive search, leadership development, and talent management.
• Strengths: Known for their extensive network and comprehensive approach to executive search.
• Industries Served: Diverse industries including technology, healthcare, and finance.

2. Egon Zehnder

• Overview: Egon Zehnder is a leading executive search and leadership advisory firm with a strong focus on diversity and inclusion.
• Strengths: Renowned for their in-depth assessment processes and commitment to finding the right cultural fit.
• Industries Served: Various sectors including consumer goods, industrial, and life sciences.

3. Spencer Stuart

• Overview: Spencer Stuart is a global executive search and leadership consulting firm that has been helping organizations build high-performing teams for over 60 years.
• Strengths: Known for their expertise in board and CEO searches.
• Industries Served: Broad range of industries including technology, healthcare, and financial services.

4. Heidrick & Struggles

• Overview: Heidrick & Struggles is a premier provider of executive search, leadership consulting, and culture shaping services.
• Strengths: Recognized for their innovative approach to leadership development and succession planning.
• Industries Served: Diverse sectors including technology, consumer goods, and industrial.

5. Resource Bridge

• Overview: Resource Bridge is a specialized executive search firm focused on CEO and CFO Searches. With a deep understanding of the executive landscape, they deliver tailored solutions to meet the unique needs of their clients.
• Strengths: Known for their personalized approach and extensive network of top-tier executive talent.
• Industries Served: Broad range of industries including technology, healthcare, and financial services.

6. Russell Reynolds Associates

• Overview: Russell Reynolds Associates is a global leadership advisory and search firm that helps organizations build high-performing teams.
• Strengths: Renowned for their expertise in board and CEO searches, as well as their commitment to diversity and inclusion.
• Industries Served: Various sectors including technology, healthcare, and consumer goods.

7. Boyden

• Overview: Boyden is a global executive search firm that focuses on finding exceptional leaders for organizations of all sizes.
• Strengths: Known for their personalized approach and commitment to finding the right cultural fit.
• Industries Served: Diverse industries including technology, healthcare, and industrial.

8. Odgers Berndtson

• Overview: Odgers Berndtson is a global executive search firm that specializes in finding top-tier talent for leadership roles.
• Strengths: Recognized for their expertise in board and CEO searches, as well as their commitment to diversity and inclusion.
• Industries Served: Various sectors including technology, healthcare, and financial services.

9. DHR International

• Overview: DHR International is a global executive search firm that focuses on finding exceptional leaders for organizations of all sizes.
• Strengths: Known for their personalized approach and commitment to finding the right cultural fit.
• Industries Served: Diverse industries including technology, healthcare, and industrial.

10. Allegis Partners

• Overview: Allegis Partners is a global executive search firm that specializes in finding top-tier talent for leadership roles.
• Strengths: Recognized for their expertise in board and CEO searches, as well as their commitment to diversity and inclusion.
• Industries Served: Various sectors including technology, healthcare, and financial services.

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By partnering with one of these top headhunting consulting firms, you can ensure that you find the best executive talent to drive your organization’s success. Each firm brings unique strengths and expertise to the table, making them valuable partners in your executive search process.

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]]> https://resource-bridge.com/invisibles-in-the-hiring-process-6-2-2/ Wed, 19 Feb 2025 05:42:55 +0000 https://resource-bridge.com/?p=7515 The post CEO Hiring trends – Results/Insights appeared first on Resource Bridge.

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CEO Hiring Trends – Results/Insights from LinkedIn Polls

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]]> https://resource-bridge.com/invisibles-in-the-hiring-process-6-2/ Tue, 11 Feb 2025 07:52:32 +0000 https://resource-bridge.com/?p=7503 The post CEO Hiring trends – Snippets #7 appeared first on Resource Bridge.

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→ India is professionalizing steadily

And the list on the CEO Hiring Trends series is about professionalization of India Inc.

Just to be clear, when we refer to ‘professionalization’, we are referring to who occupies the #1 executive slot and thus leads the organization and NOT about whether the management style is professional or not.

Thus, if the #1 executive, irrespective of the title, is from the Promoter family, then it is ‘Promoter-CEO’ led and if it is led by a non-Promoter-family member, then it is ‘Professional-CEO’ led.

Our research shows that about 20% of the CEO Changes involved family member CEOs handing over the reins to professional CEOs. This is a slight increase from the recent past years. For those of you interested, our earlier study showed that promoter firms go professional at the rate of 1.9-2.0% per year.

This concludes our “CEO Hiring Trend” series for now, and I hope you enjoyed it. You can reach me at ramk@resource-bridge.com with your thoughts or comments, if any. Thanks and see you in sometime in our next series covering the CEO Landscape.

You can see our earlier posts in this series here

Post 1 
Post 2 
Post 3  
Post 4 
Post 5  
Post 6  

Checkout the ‘CEO Hiring trend 2024’  → Here 

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]]> https://resource-bridge.com/invisibles-in-the-hiring-process-6/ Mon, 10 Feb 2025 06:55:37 +0000 https://resource-bridge.com/?p=7472 The post CEO Hiring trends – Snippets #6 appeared first on Resource Bridge.

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40% of the CEO Moves Were Across Indian/MNC ‘Barrier’

Continuing with the theme of ‘where’ the CEOs come from (see last week’s post – ‘here’), what proportion of CEOs move across the Indian/MNC ‘barrier’?

As a firm specializing only in CEO and CFO hiring, we speak to not less than a 1000 candidates in any given year. Perhaps, more. And one thing that keeps coming up, with a material section of the candidates, is the preference for an MNC or Indian company, depending upon where they are. And this preference, though stated discreetly, is often a strong one and thus the term ‘barrier’. Similar preference exists on the clients’ side too, but more often than not, it is much milder.

In our analysis of the CEO moves in 2024, just about 40% of the moves were either moving from MNC to Indian, or, the other way around. And, this is good and healthy.

Checkout the ‘CEO Hiring trend 2024’  → Here 

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