Being a great CFO doesn't automatically make you a great CEO – the transition demands a complete rewiring of how you think about leadership.

For most senior searches below the Fortune Top 500 tier, boutique firms deliver superior outcomes through partner-level attention, local expertise, and genuine partnership that global firms cannot match.

Global search giants remain the optimal choice for highly complex and fully global Fortune 500 CEO appointments.

Anwering to debate on article and showing how authenticity and honesty about challenges can be a real selling argument for the role, too.

Family business succession succeeds when families start planning early, communicate openly, and balance family aspirations with professional business requirements.

Boards are creating bigger risks by defaulting to "safe" promotions instead of strategic succession planning.

Companies and candidates can avoid costly late-stage withdrawals in executive searches by conducting thorough upfront due diligence.

The financial risk of getting executive placement wrong far outweighs the costs of getting it right.

You wouldn't run a company without insurance. Why run one without succession readiness?

Successful executive search partnerships are built on genuine personal connection rather than technical presentations and fee comparisons.

European boards are choosing familiar leadership over diversity.

Successful family business succession requires leaders who understand "the company's soul", not just business metrics.

Even while women's C-suite representation has grown significantly, meaningful progress requires more intentional action.

CEO succession should be a strategic, forward-looking process that builds leadership capability, not a reactive event to replace departing leaders.

Executive search addresses immediate leadership needs while succession planning builds sustainable talent pipelines. Great organizations combine both.

Successful CEO succession depends on having honest, uncomfortable conversations early - the human element matters as much as process.

Boards should actively develop leadership ecosystems, not just manage CEO succession events.

Board members can make effective CEOs, but boards must avoid treating this as an "easy solution" and ensure rigorous evaluation.

CEOs bring invaluable insights to succession planning, but boards must maintain final decision authority - early collaboration, not crisis management.

Most companies wait too long for CEO succession planning—start 2 years early and look inside first.