Attracting and retaining exceptional leadership talent remains one of the foremost challenges facing organisations in today’s competitive business environment. The demand for proven executives continues to outpace supply, and securing the right leaders can directly influence an organisation’s long-term strategic success.
Research shows that 73% of employers face challenges attracting suitable candidates, while the cost of replacing an employee can reach up to 33% of their annual salary. At the executive level, the implications of mis-hiring are far greater, underscoring the importance of a deliberate, data-led approach to leadership recruitment and retention.
To succeed, organisations must clearly define their value proposition to senior talent, articulate a strong employer brand, and create the right conditions for long-term engagement and performance.
1. DEFINE A CLEAR EXECUTIVE VALUE PROPOSITION
A well-defined Executive Value Proposition (EVP) is the cornerstone of any successful leadership recruitment strategy. It articulates why an organisation is the destination of choice for top executives and what differentiates it in a competitive market.
Executives are increasingly motivated by more than remuneration. They seek environments where they can influence strategy, drive transformation, and make a meaningful impact. Understanding and communicating these motivators, through leadership interviews, market insight, and strategic analysis, ensures alignment between organisational purpose and executive ambition.
Engaging an executive search partner can further enhance this process, providing an external perspective on sector-specific trends, competitor positioning, and what drives senior talent to move. This intelligence ensures that your EVP resonates authentically with the calibre of leaders you wish to attract.
2. STRENGTHEN AND SAFEGUARD YOUR EMPLOYER BRAND
Reputation is one of the most influential factors in executive decision-making. Studies indicate that 75% of candidates research an organisation’s brand before engaging with it, and perception often dictates whether top talent enters the hiring process at all.
Organisations seeking to attract senior leaders must project a consistent and credible brand across every channel, from corporate communications and investor materials to leadership visibility on professional networks. Showcasing achievements, strategic initiatives, and culture through case studies and thought leadership positions your organisation as a trusted and aspirational employer.
3. PRIORITISE EXECUTIVE ONBOARDING
Effective onboarding is a strategic investment in leadership success. Yet evidence suggests that only 29% of employees feel adequately prepared for their new role after onboarding, highlighting a critical gap at senior levels.
A comprehensive onboarding strategy should extend beyond operational orientation, focusing instead on alignment with organisational goals, stakeholder integration, and early influence. Assigning executive sponsors or mentors and embedding structured feedback mechanisms ensures that leaders can deliver meaningful impact from the outset.
4. ENSURE RECOGNITION AND EXECUTIVE ENGAGEMENT
Retention at the executive level depends on sustained engagement and recognition. Beyond financial reward, senior leaders value acknowledgement of their strategic contributions and impact.
Creating a culture of recognition through visible acknowledgement, peer respect, and transparent communication ensures long-term commitment and enhances organisational reputation. Leaders who feel valued and trusted are more likely to remain invested in the company’s vision and performance outcomes.
5. DEMONSTRATE COMMITMENT TO LEADERSHIP DEVELOPMENT
High-performing executives are drawn to organisations that invest in their ongoing growth and influence. Leadership development programmes, executive coaching, and structured succession planning demonstrate a tangible commitment to professional advancement and strategic continuity.
By aligning leadership development with corporate objectives, organisations not only retain key talent but also build a robust pipeline of future leaders ready to navigate change and drive innovation.
Attracting and retaining top leadership talent requires more than competitive remuneration; it demands strategic clarity, a compelling proposition, and a sustained focus on engagement and development. Organisations that articulate a strong EVP, maintain a respected employer brand, and invest in leadership enablement position themselves as true employers of choice in the executive market.
Partnering with City Executive Search
City Executive Search partners with organisations to identify, attract, and secure the leaders who will shape their future success. Our consultants combine market intelligence, extensive networks, and a discreet, consultative approach to deliver targeted executive search solutions tailored to each client’s strategic objectives.
Through our deep understanding of leadership dynamics, we provide insight into competitor positioning, cultural alignment, and executive motivations—enabling our clients to make informed, high-impact hiring decisions.
Whether you are appointing a single C-suite leader or building an entire senior management team, City Executive Search offers access to exceptional talent often unavailable through traditional recruitment channels.
To discuss how our retained executive search services can help you attract and retain the leadership talent critical to your organisation’s growth, contact our team in confidence.
Our considered objective is to deliver global leaders to exceptional Welsh businesses. We do this every day, with conviction.