**The big picture:** Andrew Pek, CEO of AI-enabled platform Amiko, discusses the critical role of HR and leadership in navigating AI transformations within organizations. **Why it matters:** As AI adoption accelerates, HR leaders must strategically guide workforce adaptation, talent development, and organizational culture to maximize AI's benefits and mitigate risks. **Between the lines:** - Amiko provides an AI-enabled platform for leadership and workforce enablement. - The discussion emphasizes challenging leaders to embrace AI's potential. - HR is positioned as a key driver in successful AI integration. **Staffing & HR impact:** Staffing firms must prepare for shifting skill demands and advise clients on AI-driven talent strategies. HR departments will lead internal upskilling initiatives and redefine job roles impacted by AI. **The bottom line:** Proactive HR leadership is essential for successful AI adoption and future workforce readiness.

**The big picture:** # 2026 US Global Markets Compensation Report: Primary Markets ## A message from the author Thank you for reading the third annual *US Global Markets Compensation Survey*. In this year’s edition, Heidrick & Struggles anal **Why it matters:** This development impacts executive workforce planning, talent acquisition velocity, and staffing compliance. **Between the lines:** - Operating conditions and hiring signals continue to adjust across key sectors. - Staffing leaders are evaluating market dynamics and regulatory posture. **Staffing & HR impact:** Talent leaders should assess contractor pipeline margins and direct hiring exposure in light of these changes. **The bottom line:** Real-time visibility into labor market indicators remains critical.

**The big picture:** Competition for talent in global secondary markets, particularly within connected credit and equities ecosystems, is driving up compensation and variable pay. **Why it matters:** This trend signals increasing pressure on talent acquisition and retention strategies for financial services firms and impacts overall labor market dynamics in specialized sectors. **Between the lines:** - Compensation data was analyzed from 100 professionals in secondary markets. - Fixed income and equities sectors are experiencing the most active talent competition. - Broader competition is contributing to stronger variable pay structures. **Staffing & HR impact:** Staffing firms in financial services will face higher demands for specialized talent, potentially impacting recruiter mobility and gross margins due to increased salary expectations. HR departments must adapt compensation strategies to remain competitive. **The bottom line:** Expect continued upward pressure on pay in niche financial markets as talent ecosystems expand.

**The big picture:** Private equity-backed CEOs are evolving from operational managers to strategic transformation leaders, driven by a need for rapid value creation in dynamic markets. **Why it matters:** This shift impacts executive talent demand, requiring staffing firms and HR leaders to identify and develop leaders with strong change management and strategic vision capabilities. **Between the lines:** - PE firms now prioritize CEOs who can drive significant organizational change and growth. - The role demands a blend of operational excellence and forward-looking strategic leadership. - Successful PE-backed CEOs must navigate complex stakeholder expectations and market pressures. **Staffing & HR impact:** Staffing firms must adapt their executive search strategies to source leaders with proven transformation experience, potentially increasing demand for interim or fractional executives. HR departments will need to focus on leadership development programs that cultivate strategic agility and change leadership skills. **The bottom line:** The market for top-tier executive talent in PE-backed firms is increasingly competitive, favoring leaders who can orchestrate significant business evolution.

**The big picture:** LG CNS President and CEO Hyun Shin-gyoon discussed leading through AI-driven transformation and the evolving role of the CEO in a complex business environment. **Why it matters:** This conversation highlights critical leadership challenges and strategies for navigating technological shifts that directly impact workforce structure and talent demands. **Between the lines:** - AI integration requires a balance between innovation and execution. - The CEO's role is shifting to adapt to increasing business complexity. - Effective leadership is crucial for successful digital transformation. **Staffing & HR impact:** Staffing firms must adapt talent acquisition strategies to source leaders capable of managing AI integration, while HR departments need to develop internal talent for evolving roles. This impacts recruiter mobility and the types of skills prioritized in executive searches. **The bottom line:** Future-proof leadership is defined by adaptability and a strategic approach to AI.

**The big picture:** A new report highlights a significant gap in succession planning and leadership development among boards in the United Arab Emirates, despite ambitious national growth strategies. **Why it matters:** This oversight creates substantial talent risk for companies operating in the UAE, impacting long-term stability and the effective execution of strategic initiatives. **Between the lines:** - Many UAE boards lack robust, formalized succession plans for key leadership roles. - There's a disconnect between strategic goals and the talent pipelines needed to achieve them. - The rapid economic diversification in the UAE demands more agile and forward-thinking board compositions. **Staffing & HR impact:** Staffing firms will see increased demand for executive search and leadership development services in the UAE, while HR departments must prioritize building stronger internal talent pools and succession frameworks to mitigate future leadership shortages. **The bottom line:** Proactive talent strategy is crucial for UAE boards to capitalize on growth and ensure leadership continuity.

**The big picture:** Saudi Arabia is aggressively pursuing its Vision 2030 economic diversification, creating a significant demand for skilled board members that current talent pools struggle to meet. **Why it matters:** This talent gap presents both a challenge and an opportunity for international executive search firms and talent development initiatives focused on the region. **Between the lines:** - Only 14% of Saudi board members are women, highlighting a diversity deficit. - A significant need exists for expertise in technology, sustainability, and risk management. - The report emphasizes developing local talent to fill future leadership roles. **Staffing & HR impact:** Executive search firms will see increased demand for cross-border placements and specialized talent. HR leaders in the region must prioritize robust talent development and succession planning to meet future board-level needs. **The bottom line:** Saudi Arabia's ambitious growth hinges on rapidly upskilling and diversifying its top leadership ranks.

**The big picture:** Igneo Infrastructure Partners is integrating net-zero emissions targets into its talent development and recruitment strategies. **Why it matters:** This trend highlights how ESG initiatives are directly influencing executive search and talent acquisition, particularly in infrastructure and asset management. **Between the lines:** - Igneo Infrastructure Partners manages $15 billion in assets. - The firm's net-zero journey encompasses broader ESG initiatives and specific emissions targets. - Investor expectations are shaping the types of talent Igneo recruits and develops. **Staffing & HR impact:** Executive search firms and talent acquisition teams must adapt to sourcing candidates with expertise in ESG and sustainability, impacting recruiter mobility and specialized talent demand. Compliance with evolving environmental standards will also become a key HR focus. **The bottom line:** Expect ESG expertise to become a critical differentiator in executive talent markets.

**The big picture:** Amy Heintz has joined Heidrick & Struggles as a Partner in their global Technology & Services Practice, focusing on executive search for enterprise software, AI, and cloud platforms. **Why it matters:** Her expertise in building leadership teams and succession strategies for Fortune 500 and high-growth tech companies addresses critical talent needs in rapidly evolving sectors. **Between the lines:** - Heintz previously led executive search for Google Cloud, focusing on go-to-market executives. - She established Google's executive succession planning framework, developing hundreds of plans. - Her experience spans commercial leadership and organizational change consulting. **Staffing & HR impact:** This move highlights the intense competition for top executive search talent specializing in high-demand tech sectors like AI and cloud. Staffing firms are strategically hiring experts to meet client demand for leadership in these areas. **The bottom line:** The demand for specialized executive talent in technology, particularly AI, continues to drive strategic hires within the executive search industry.

**The big picture:** An interview with TT Electronics CEO Richard Tyson explores the unique lessons and surprises gained from serving in non-executive director (NED) board roles, contrasting them with executive experiences. This includes differing approaches to diversity and inclusion (D&I). **Why it matters:** These insights are crucial for executive talent development, offering a roadmap for leaders seeking to broaden their strategic perspective beyond day-to-day operations and refine D&I initiatives at a governance level. **Between the lines:** - Tyson found the non-executive role surprising despite prior subsidiary board experience. - D&I advancement strategies vary significantly between executive and non-executive capacities. - Board roles provide a distinct vantage point for strategic oversight and governance. **Staffing & HR impact:** Understanding the distinct learning curves of board service can inform executive talent pipelines and leadership development programs, enhancing the strategic value of top-tier placements. It also highlights the evolving nature of D&I responsibilities across different leadership tiers. **The bottom line:** Non-executive board roles are a powerful, often underestimated, crucible for executive growth and strategic refinement.

**The big picture:** Annick Van Overstraeten, CEO of Le Pain Quotidien, discusses how serving on corporate boards enhances a CEO's leadership capabilities and strategic perspective. This cross-pollination of experience is crucial for executive development. **Why it matters:** For staffing and talent acquisition leaders, understanding the value of diverse board experience highlights a key pathway for developing top-tier executive talent and fostering broader strategic thinking within leadership teams. It underscores the importance of continuous learning at the highest levels. **Between the lines:** - Van Overstraeten is CEO of Le Pain Quotidien. - She also serves as a non-executive director for Financière de Tubize and Immobel. - The discussion centers on the unique insights and skills gained from board governance. **Staffing & HR impact:** This perspective informs executive search strategies, emphasizing the recruitment of leaders with varied governance experience for enhanced organizational resilience and strategic foresight. HR departments can leverage this insight to design more robust executive development programs that include external board opportunities. **The bottom line:** Board roles are a powerful, often overlooked, crucible for forging more effective and strategically agile CEOs.

**The big picture:** Baroness Shriti Vadera, Chair of Prudential plc, emphasizes the critical role of diverse opinions and strong professional networks in corporate boardrooms. She shared these insights in a discussion with Heidrick & Struggles. **Why it matters:** This perspective is crucial for staffing and talent leaders aiming to build resilient executive teams and foster inclusive governance structures. It highlights the strategic value of varied viewpoints at the highest levels of an organization. **Between the lines:** - Vadera discussed the importance of cultivating a diversity of opinion on boards. - She stressed the necessity of building a robust network of professional support. - The conversation was part of Heidrick & Struggles'

**The big picture:** Zillah Byng-Thorne, CEO of Future plc, discusses how her experience as a Non-Executive Director (NED) on other boards significantly influences her approach to her primary CEO role. This interview highlights the reciprocal learning between executive and oversight positions. **Why it matters:** For staffing and talent leaders, this underscores the strategic value of diverse leadership experiences, offering a blueprint for executive development and succession planning. It emphasizes the importance of cultivating well-rounded C-suite talent. **Between the lines:** - Byng-Thorne serves as CEO of Future plc and NED of Flutter Entertainment. - Board roles provide a broader industry perspective and deeper understanding of governance. - This dual experience sharpens strategic thinking and decision-making for her CEO responsibilities. **Staffing & HR impact:** Staffing firms should prioritize candidates with varied board experience for executive placements, recognizing the enhanced strategic acumen they bring. HR departments can leverage this insight to design leadership development programs that include external board opportunities, fostering more effective and adaptable leaders. **The bottom line:** Diverse leadership exposure, including board service, is a critical differentiator for top executive performance.

**The big picture:** Jay Timmons, CEO of the National Association of Manufacturers, discussed critical workforce development challenges and opportunities within the industrial sector. This conversation highlights the ongoing struggle to secure skilled talent for manufacturing and related industries. **Why it matters:** A robust industrial talent pipeline is essential for national economic competitiveness and innovation. Staffing and HR leaders must understand these sector-specific demands to effectively source and develop talent. **Between the lines:** - The discussion focuses on both the hurdles and potential solutions for industrial workforce development. - Jay Timmons leads key organizations dedicated to manufacturing advocacy and education. - The sector requires strategic investment in skills training and talent attraction programs. **Staffing & HR impact:** Staffing firms must specialize in identifying and placing candidates with niche industrial skills, potentially impacting recruiter training and service offerings. HR departments within industrial companies face pressure to build sustainable internal talent pipelines and upskilling initiatives to meet future demands. **The bottom line:** Addressing the industrial skills gap is paramount for sustained economic growth and technological advancement.

**The big picture:** Interim Chief Human Resources Officers (CHROs) are increasingly essential for companies facing rapid change and growing workforce complexity, filling critical leadership gaps during transformation and growth. **Why it matters:** This trend underscores the expanding strategic importance of the HR function and the demand for agile, experienced human capital leadership to drive business outcomes. **Between the lines:** - A report from Business Talent Group (BTG), a Heidrick & Struggles company, highlights the rising need for these seasoned leaders. - HR is identified as the number two interim function, driven by focuses on reskilling, digital transformation, and culture. - Interim CHROs provide stability, strategy, and speed while organizations conduct searches for permanent executives. **Staffing & HR impact:** The surge in demand for interim CHROs signals a significant opportunity for executive search and staffing firms specializing in high-level, flexible talent solutions. It also emphasizes the need for HR departments to be agile and strategically responsive to market shifts. **The bottom line:** Expect interim executive roles, particularly in HR, to become a standard component of modern talent strategy.

**The big picture:** Global leadership advisor Heidrick & Struggles is going private in a $1.3 billion all-cash acquisition by an investor consortium led by Advent International and Corvex Private Equity. This move aims to accelerate growth and increase equity participation for its partners and leaders. **Why it matters:** This strategic shift allows Heidrick to invest more aggressively in talent, technology, and innovative solutions, potentially reshaping competition in the executive search and leadership consulting market. **Between the lines:** - The transaction values Heidrick's equity at approximately $1.3 billion, with stockholders receiving $59.00 per share. - This represents a 26% premium over the 90-day volume-weighted average price. - A new equity plan will be implemented for current and future partners to retain and attract top industry talent. **Staffing & HR impact:** Increased equity incentives could significantly boost recruiter mobility and retention within Heidrick, intensifying the battle for high-caliber executive search professionals. This strategic pivot aims to enhance market share and client impact in the premium talent solutions space. **The bottom line:** Expect Heidrick to leverage private ownership for rapid investment in people and technology, aiming for unrivaled client value and market leadership.

**The big picture:** Executive search firm Heidrick & Struggles is going private in a $1.3 billion acquisition by a consortium including Advent International and Corvex Private Equity. This deal, valuing shares at $59 apiece, marks a significant shift in the high-end talent market. **Why it matters:** This acquisition signals a resurgence of private equity interest in the HR and talent solutions sector, potentially leading to further consolidation and strategic shifts among executive search and staffing firms. **Between the lines:** - The $1.3 billion deal represents a 21% premium over Heidrick & Struggles' last close. - CEO Tom Monahan will continue to lead the firm post-acquisition. - This follows Thoma Bravo's $12.3 billion acquisition of HR company Dayforce. **Staffing & HR impact:** Executive search firms may face increased competition or acquisition targets as private equity seeks growth in talent markets. This trend could influence recruiter mobility and operational strategies across the talent acquisition landscape. **The bottom line:** Watch for continued private equity investment reshaping the competitive landscape of the talent solutions industry.