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
The CFO market in India moves faster than your search timeline. Here’s the data appeared first on Resource Bridge.

]]> https://resource-bridge.com/cfo-movement-index-jan-march-2024-2-3-2/ Fri, 23 Jan 2026 10:19:24 +0000 https://resource-bridge.com/?p=8281 The post CFO Movement Index (Oct – Dec 2025) appeared first on Resource Bridge.

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CFO Movement Index (Oct – Dec 2025)

The CFO Movement Index captures the trends in CFO Movement in a given quarter from the 500 listed firms that are featured in the ET500 List.

This installment of the CFO Movement Index is for Oct – Dec 2025 quarter.

All 5 /Articles 0 /Associate jobs 0 /Blog 0 /CEO 0 /CFO 5 /Coaching 0 /Compensation 0 /Compensation Report 25 0 /External 0 /Insights 0 /Internal 0 /Mandates 0 /Movement Indexes 5 /News 0 /Others 0

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]]> https://resource-bridge.com/ceo-movement-index-july-sept-2023-2-3-2/ Fri, 23 Jan 2026 10:16:53 +0000 https://resource-bridge.com/?p=8278 The post CEO Movement Index (Oct – Dec 2025) appeared first on Resource Bridge.

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CEO Movement Index (Oct – Dec 2025)

The “Movement Index” tracks movements and transitions of CFOs and CEOs within various industries, every quarter. The report is created for ET500 Companies & some 100 unlisted companies across 20 select industry sectors, providing the trends from a strong base of 600 companies.

All 4 /Articles 0 /Associate jobs 0 /Blog 0 /CEO 4 /CFO 0 /Coaching 0 /Compensation 0 /Compensation Report 25 0 /External 0 /Insights 0 /Internal 0 /Mandates 0 /Movement Indexes 4 /News 0 /Others 0

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]]> https://resource-bridge.com/cfo-medical-devices/ Fri, 19 Dec 2025 04:49:33 +0000 https://resource-bridge.com/?p=7682 The post CFO for an Emerging Medical Devices Leader appeared first on Resource Bridge.

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CFO for an Emerging Medical Devices Leader

Role

CFO

Client

CFO - India’s leading 7500c Insurance Company

Location

Chennai, India

Mandate Outline

Our client, an emerging player in the medical devices space, is a joint venture between one of India’s most respected south Indian industrial groups and a reputed investment firm, who have joined hands to acquire a local medical devices player.

The mandate is to build a platform of high-quality, affordable products for both domestic and global markets, the company is aligned with the broader “Make in India, Make for the World” vision. And for this, they were looking to hire a CFO.

As the business moves from setup to scale, the CFO role became critical to lay down the financial strategy and operational foundation. The ask was for a finance leader with strong fundamentals, experience in manufacturing or healthcare-related industries, and the ability to support long-term value creation in a high-compliance, high-impact sector.

As part of the search, we not only exhaustively mapped the medical devices sector, but also ‘devices portion’ embedded within pharma companies (e.g., inhalers) and other sectors that share the business dynamics (e.g., innovation driven + prone to import-led disruptions = lighting sector), to bring a set of candidate choices. 

All 3 /Articles 0 /Associate jobs 0 /Blog 0 /CEO 0 /CFO 3 /Coaching 0 /Compensation 0 /Compensation Report 25 0 /External 0 /Insights 0 /Internal 0 /Mandates 3 /Movement Indexes 0 /News 0 /Others 0

https://www.linkedin.com/in/sarojaramadhurai36/https://resource-bridge.com/about-us/#ourteam

Saroja Ramadhurai

Lead - CFO Practice

Resource Bridge

CFO Movement Index (Oct – Dec 2025)

January 23, 2026

https://resource-bridge.com/wp-content/uploads/2024/04/Neutral-Minimalist-Simple-Elegant-Marble-Quote-Instagram-Post.png 1080 1080 Aryan Deshmukh https://resource-bridge.com/wp-content/uploads/2024/01/Untitled_design__1_-removebg-preview-300x79.png Aryan Deshmukh2026-01-23 15:49:242026-01-23 15:50:19CFO Movement Index (Oct – Dec 2025)

CFO Movement Index (April – June 2025)

August 11, 2025

https://resource-bridge.com/wp-content/uploads/2024/04/Neutral-Minimalist-Simple-Elegant-Marble-Quote-Instagram-Post.png 1080 1080 Aryan Deshmukh https://resource-bridge.com/wp-content/uploads/2024/01/Untitled_design__1_-removebg-preview-300x79.png Aryan Deshmukh2025-08-11 10:35:592025-08-11 10:36:01CFO Movement Index (April – June 2025)

CFO Movement Index (Jan – March 2025)

April 24, 2025

https://resource-bridge.com/wp-content/uploads/2024/04/Neutral-Minimalist-Simple-Elegant-Marble-Quote-Instagram-Post.png 1080 1080 Aryan Deshmukh https://resource-bridge.com/wp-content/uploads/2024/01/Untitled_design__1_-removebg-preview-300x79.png Aryan Deshmukh2025-04-24 09:43:522025-04-24 09:43:56CFO Movement Index (Jan – March 2025)

CEO Hiring Trends

January 30, 2025

https://resource-bridge.com/wp-content/uploads/2023/04/5e1ee92b-ab37-4fe4-b1d8-42546110280c.jpeg 1024 1024 Aryan Deshmukh https://resource-bridge.com/wp-content/uploads/2024/01/Untitled_design__1_-removebg-preview-300x79.png Aryan Deshmukh2025-01-30 16:11:462025-11-13 17:14:39CEO Hiring Trends

CFO Movement Index (July – September 2024)

November 27, 2024

https://resource-bridge.com/wp-content/uploads/2024/04/Neutral-Minimalist-Simple-Elegant-Marble-Quote-Instagram-Post.png 1080 1080 Aryan Deshmukh https://resource-bridge.com/wp-content/uploads/2024/01/Untitled_design__1_-removebg-preview-300x79.png Aryan Deshmukh2024-11-27 16:04:252024-11-27 16:04:27CFO Movement Index (July – September 2024)

CFO Portrait – 2024

October 9, 2024

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CEO Portrait – 2024

October 7, 2024

https://resource-bridge.com/wp-content/uploads/2024/10/DALL·E-2024-10-07-09.47.14-A-vector-illustration-of-a-business-professional-in-a-sharp-suit-holding-a-folder-and-standing-confidently-in-front-of-a-background-with-upward-trend.webp 1024 1024 Urzza Priyadarshini https://resource-bridge.com/wp-content/uploads/2024/01/Untitled_design__1_-removebg-preview-300x79.png Urzza Priyadarshini2024-10-07 09:43:592024-10-07 09:48:48CEO Portrait – 2024

CFO Movement Index (Jan – March 2024)

April 26, 2024

https://resource-bridge.com/wp-content/uploads/2024/04/Neutral-Minimalist-Simple-Elegant-Marble-Quote-Instagram-Post.png 1080 1080 Urzza Priyadarshini https://resource-bridge.com/wp-content/uploads/2024/01/Untitled_design__1_-removebg-preview-300x79.png Urzza Priyadarshini2024-04-26 16:46:542024-04-26 16:51:07CFO Movement Index (Jan – March 2024)

Group GRC and its emerging vantage point

April 5, 2024

https://resource-bridge.com/wp-content/uploads/2024/04/Designer-2.png 1024 1024 Urzza Priyadarshini https://resource-bridge.com/wp-content/uploads/2024/01/Untitled_design__1_-removebg-preview-300x79.png Urzza Priyadarshini2024-04-05 17:02:212025-04-15 11:41:14Group GRC and its emerging vantage point

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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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