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Blog | Talent Insights Blog
April 15, 2025

3 Things Everyone Gets Wrong About Executive Search

Authors:

Partner at Hirewell. #3 Ranked Sarcastic Commenter on LinkedIn.

Part 1. There’s way more than 3.

There used to be a popular phrase. “Nobody ever got fired for hiring IBM.”

Showing my age here, I know. People these days either don’t know what IBM is. Or haven’t thought of them in a decade. Which is the point.

They were the kings of the Prestige Sale. When big companies needed to make big decisions about their tech infrastructure, hiring IBM was the go to play.

Not because they were the best or most innovative. But because they were the safe play, for your career as a decision maker. If things broke, no one could have done any better.

Now it’s a punchline. IBM is still around and kicking, but they’re not on the top of anyone’s mind when it comes to modern leaders in technology innovation.

Executive search has the same problem.

Half of Hirewell’s executive search wins comes from one of two things: a failed search where one of the Big Five exec search firms fell flat. Or a buyer who had that experience previously and it left a bad taste in their mouth. (So one thing really.)

They bought reputation and received mediocrity. For a ton of money. At a critical time.

And it all comes down to false perceptions in 3 areas:

1. Only big firms have access to top executives.

There’s one firm who literally says “we have a deep network who will only talk to us.”

Literally nothing could be further from the truth. In terms of access (top of the recruiting funnel), I’m going to say something that will blow your mind:

👉Executives are the easiest people in the world to engage to discuss career opportunities.

They get the least amount of things coming their way (because there aren’t that many roles comparatively). And everything that does is a phenomenal position (and pay) that most people can only dream of.

2. Companies only need help making the right hire.

When an exec fails, it’s not always because they were the wrong person for the job. It’s because they weren’t set up for success or weren’t given the tools

They weren’t quick enough to build trust, immerse themselves in the culture, understand internal politics, build the right team under them, and understand where their hire may have ruffled feathers inside the org.

You’ll notice: these soft skills, not hard skills they were recruited for.

We all know that leadership training is lacking, pretty much everywhere. Spending a ton of money for an exec search with a firm who doesn’t have the ability to provide post hire support is like lighting money on fire.

Speaking of money…

3. Percentage based fees are kind of insane.

No matter who you use, exec search is expensive. But why is it also variable?

The ‘candidate upsell’ method is a sure fire way to jack up fees. You know what’s better than 30% of 300k? 30% of 400k. Or 500k. Or a million.

It’s not like finding more expensive comparison candidates ‘cost’ tens of thousands more to recruit.

Mutually agreed to flat rates are so insanely easy to do. Everyone wins.

Your CFO will thank you.

Partner at Hirewell. #3 Ranked Sarcastic Commenter on LinkedIn.

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Agentic HR Is Here: How It Impacts Talent Acquisition

By Matt Massucci | February 11, 2026 | Blog, Talent Insights Blog

Plenty has been written about AI over the past two years. For much of that time, AI has been more hype than reality. I THINK 2026 is when that starts to change. 

Here’s the first in a three part series of where we see AI going in the recruiting world. 

———-

For the last few years, most companies treated AI like a recruiting assistant. It helped draft job descriptions, summarize resumes, and speed up outreach. Useful, sure. But it didn’t fundamentally change how hiring worked. And oftentimes, things needed to be double checked before hitting send. 

I think that’s going to change. 

In 2026, we’re seeing the rise of agentic HR. These are systems that don’t just support recruiters. They can execute work autonomously inside defined guardrails.

That shift is forcing talent leaders to rethink what recruiting teams are actually responsible for and what still requires a human.

From Copilot AI to Agentic Recruiting Systems

Traditional recruiting AI waited for humans to click “next.”

Agentic systems don’t.

They can interpret real-time funnel data, align to hiring goals, and take multi-step action. That includes adjusting sourcing spend, coordinating interview schedules, and triggering workflow changes without manual oversight.

This isn’t automation layered onto old processes. It’s the early version of a self-driving recruiting function.

The Metric That Matters More Than Time-to-Fill

Time-to-fill and cost-per-hire still matter. They just don’t fully capture what’s changing.

A concept showing up more in 2026 is Return on Autonomy. It measures the value created when humans and autonomous systems are paired intentionally.

In plain terms, the question is simple.

Are we using technology to eliminate busywork, or are we just doing the same work faster?

Because speed doesn’t help if it leads to worse decisions, a weaker candidate experience, or more noise in the funnel.

Why This Changes the Role of TA Leadership

As agentic systems absorb transactional work like screening, scheduling, and coordination, the role of recruiting leadership shifts.

The best TA leaders are spending less time managing process and more time doing what actually drives hiring outcomes. That includes aligning hiring to business priorities, building trust with candidates, and improving decision quality.

The real opportunity of 2026 isn’t more AI. It’s that recruiters finally get to focus on the work that requires being human.

The Mistake Companies Are Making Right Now

Here’s the trap.

Companies adopt advanced recruiting technology but keep the same habits. Long approval chains. Inconsistent communication. Unclear evaluation criteria.

When that happens, speed increases, but trust collapses.

Candidates don’t experience innovation. They experience silence, confusion, and a process that feels even more impersonal than before.

In 2026, the human experience of hiring is becoming a differentiator again because so many companies are getting it wrong.

What Talent Leaders Should Be Thinking About Now

You don’t need a total rebuild tomorrow. But you do need clarity.

The companies winning in 2026 are asking the right questions.

What parts of our hiring process truly require human judgment?
Where are we slowing things down out of habit?
Are recruiters trained for strategic work, or just process management?
Do our systems increase transparency, or just efficiency?

These aren’t technology questions. They’re leadership questions.

What’s Next

Agentic HR is changing how recruiting works. It’s also creating a new challenge.

As employers deploy autonomous systems, candidates are doing the same. The result is an emerging AI-on-AI hiring arms race that’s flooding pipelines with highly optimized but low-trust applications.

Next in this series: The AI-on-AI Hiring Arms Race and How to Protect Hiring Quality Without Breaking Trust

A lot of companies are going to try to AI their way into faster hiring this year and still end up with worse results. If you want to build a recruiting model that actually works in 2026, one that balances speed, quality, and credibility, we can help. Reach out if you want a second set of eyes on your hiring approach.

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