Executive Search

Most In-Demand Qualifications and Skillsets

​Professional recognition:

At the C-suite and Director levels, organisations prioritise experience, excellence, and best practice within each function or area of expertise. Certifications including, FCCA, FCIPD, IOD, PSI, IEI, IMI, MII, show a candidate's qualifications and ability to meet the demands of senior leadership roles.

Master's and MBA degrees are highly sought-after qualifications, as are innovation and leadership courses, especially for larger corporate companies across all sectors.

Artificial Intelligence/Machine Learning/Data Analytics/Digitalisation:

While 18.9% of Irish boards have tech expertise, which is above the European average, growth in technology use is making courses across these topics more desirable than ever before. This is not only for technology companies and functions but across leadership and business strategy.

Diversity, Equality, and Inclusion (DEI):

72% of people believe that Diversity, Equity, and Inclusion (DEI) will play an important role in business decisions over the next two years. DE&I continues to be emphasised across all business functions, including Human Resources (HR), strategic planning, business analysis, leadership, and management. Formal qualifications in DEI are very desirable, as organisations are realising the value diversity brings to the workplace.

Environmental Social and Governance (ESG):

There is a need for leaders to understand the principles and best practices of sustainability. As, investors, younger employees, and clients have growing ESG expectations. Having an in-depth certification and understanding of sustainability or formal qualification is preferred.

Emotional Intelligence (EI):

While there is no formal demand for qualifications in EI, there is an appetite for professional understanding and experience in this area. EI is crucially importance in driving people's performance via strong leadership.

Top Benefits of Executive Roles​

As a result of market corrections post-Covid, employers are finding talent attraction at C-suite and Director levels more competitive than ever. In response, employers in most sectors are re-evaluating their People Value Proposition (PVP).

Compensation offerings fall into financial and non-financial benefits. The main benefits offered at senior level are:

• Pension: Anything from 5-15% (matched/unmatched)

• Life Assurance: 2-4 times the basic salary is the norm, with some exceptions

• Share Incentive Schemes: LTIPS, RSUs, STIPS (SME market showing signs of embracing this reward)

• Bonuses/Commissions: 20-100% depending on the functionality of the role

• Equity: Startups and scale-ups availing of this to attract the best talent

• Healthcare: Executive/Family plan is the norm with some offering individual plans only

• Dental & other medical: Mostly offered by multinationals or large corporations

• Annual/Maternity/Paternity/Adoptive/Sick/Additional Leave: Paid and unpaid options

• Flexible working: Hybrid models becoming the norm through demand

• Wellbeing: Several offerings across, mental, physical, emotional, and financial wellness 

• Employee Assistance Programme (EAP): Offering free and confidential assessments, short-term counseling, referrals, and follow-up services

• Education/CPD: Supporting continuous career development

• Discounts/Allowances/Perks: For consumer and/or wellness products, services, events

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