Economic conditions across key global regions are beginning to shift, with early signs of recovery emerging in select areas. In the UK and beyond, nearly three years of declining vacancy levels appear to be levelling out and some businesses are cautiously beginning to explore growth opportunities. Although uncertainty remains, particularly around tariffs and ongoing macroeconomic pressures, several of the factors that have weighed down performance and confidence are starting to stabilise.
In this evolving environment, the executive job market reflects a mixed picture shaped by regional economic dynamics, sector-specific trends, and changing leadership requirements. Some regions are experiencing renewed demand for senior talent, while others remain restrained, continuing to adapt slowly in the face of structural and market disruption.
Sector momentum is most evident in technology, healthcare, and defence, where demand for leadership remains strong. Meanwhile, leadership skillsets are shifting in response to accelerating change. Executives are increasingly expected to navigate disruption, lead transformation and deliver value in uncertain conditions.
As highlighted in our recent Blog, Generative AI is playing a growing role in shaping the executive landscape. It offers significant potential as a productivity tool, while simultaneously posing a disruptive threat to roles at the Board level, in middle management and across routine and administrative functions, many of which are now susceptible to partial or full automation. At the same time, it is enabling new efficiencies and innovation across industries.
For senior leaders looking to progress, reposition, or lead change, a clear understanding of these regional and sector-specific dynamics is essential.
Below we offer a snapshot of the executive market across key global regions, examining trends and opportunities across the UK and Europe then exploring the high-growth and high-volatility regions of the United States and Asia Pacific. The snapshot is designed to provide executives with a greater insight into current and emerging growth areas and in-demand skills to support continue personal growth and transition.
According to the latest ManpowerGroup Employment Outlook Survey, which canvassed 39,449 employers across 41 countries, global hiring intentions are up 3% year-on-year, with a Net Employment Outlook (NEO) of 25%. However, regional disparities remain pronounced.
Confidence is highest in Asia Pacific and lowest in the Middle East and Europe, with the UK a surprising outlier, ranking seventh globally with a robust 31% NEO. India leads with 43%, followed by the US, Mexico, Canada, and China.
Almost half of employers looking to hire in 2025 cite business expansion as the main driver, with technology transformation a close second, particularly in Asia Pacific.
By sector, IT leads globally, followed by financial services and life sciences. Energy and utilities, despite the push toward green solutions, remain soft, possibly impacted by the Trump administration’s hostility toward climate-forward policies.
One option opening up is for senior project management professionals, now increasingly in demand. The World Economic Forum projects that 16 million new project-focused roles will be needed by 2030.
United Kingdom: Surprising Resilience Amid Complexity
UK headlines have been dominated by gloomy forecasts: the flight of high-net-worth individuals, rising employer costs and a stalling economy. Inflation hit 3.5% in April 2025, driven largely by utility price spikes, limiting the Bank of England’s room to cut interest rates.
Vacancies fell 15% year-on-year to April according to the ONS and real wages rose by 2.6%. However, ONS data reliability has increasingly come under question.
There are signs of underlying resilience and recovery, however. The Recruitment and Employment Confederation (REC) reported a 0.4% increase in new postings between March and April 2025, led by London and the South West. GDP grew 0.7% in Q1, exceeding expectations, while exports surged 3.5% and investment rose 6%.
The Lloyds Business Barometer showed confidence down 10 points in April to 39%, following a strong Q1. Despite this dip, sentiment remains well above the 10-year average of 29%. Hiring intentions dropped slightly to 37% but remains among the strongest globally.
Fastest-growing executive roles include Chief Digital Officer, Head of Transformation and Chief Human Resources Officer while key growth areas include sales and business development, environmental services and digital and cybersecurity leadership (spurred by recent breaches at Marks & Spencer, Co-op, and Harrods).
New trade deals with India, the US, the EU and the Middle East could soften the impact of US tariffs and Brexit aftershocks.
The financial sector, especially fintech, insurtech, and sustainable finance, remains buoyant, with increased demand for executives experienced in digital transformation, compliance, and mergers & acquisitions.
In manufacturing, there’s high demand for leaders focused on supply chain resilience and sustainability, particularly those with cross-border trade experience.
The green energy transition is another driver, fuelling demand for executives in grid modernisation, energy storage and circular supply chains.
Meanwhile, regional hotspots, Manchester, Edinburgh, and Birmingham, are gaining traction as executive opportunity hubs, reflecting broader economic rebalancing and tech investment.
Europe: Strategic Opportunity Amid Caution
Across Europe, the hiring outlook remains cautious but not without opportunity. Executives may need to be flexible, considering roles in high-growth countries in the Nordics or pivoting into expanding sectors such as renewables and ESG leadership.
Europe’s push toward net-zero by 2050 is a major driver of executive demand in renewable energy, ESG and sustainability strategy and circular economy leadership. Complex regulation and technology integration are accelerating demand for executives in compliance and risk, cybersecurity and digital innovation
Across the EU, Chief Sustainability Officers (CSOs) and Chief Information Security Officers (CISOs) are among the most in-demand roles.
Regional snapshots:
So, the UK and Europe present a cautiously optimistic executive landscape for H2 2025. While hiring sentiment is more conservative than in Asia or the US, quality opportunities exist for executives with strong track records in the growth areas mentioned.
Those who balance technical fluency with people-centric leadership, crisis management and operational excellence are best positioned for advancement.
Executives should start by seeking professional support to assess their transferable skills, refine and update their value propositions and identify how they align with in-demand sectors. While deep sector expertise remains valuable, executives who can transfer leadership capabilities across industries often have broader opportunity sets. Crisis management capabilities, developed through recent global disruptions for example, remain highly valued as organisations seek leaders who can maintain performance during uncertainty and guide strategic agility.
For executives willing to expand their horizons geographically, managing multi-region operations or seeking to build international portfolio careers, part two will look at the landscape and forecasts for the US and Asia.
Anyone looking to accelerate their professional development and career trajectory with data driven, modern and insightful structured and highly personalised support, tapping into the Rialto resources of sector-based knowledge, GenAI-fluency, regional expertise and established global networks, should get in touch for a free initial consultation.
United States: Opportunity in Transition
The US market remains resilient with a Net Employment Outlook of 25%. However, uncertainty persists due to inflation, tariff wars, and fears of a “Trumpcession” – a downturn triggered by erratic economic policy shifts and increasing debt.
A record 646 CEOs exited in Q1 2025 while interim executive placements rose 29% year-on-year, revealing a broader trend of leadership re-evaluation and succession restructuring.
This turnover creates cascading leadership vacancies, offering real opportunities for executives with proven crisis management skills, strategic agility and change leadership experience
In-demand roles and skills include Chief Growth Officers (CGOs), Chief Experience Officers (CXOs), dealmakers in investment banking, leaders in digital transformation and fintech and healthcare tech and telemedicine executives
While Silicon Valley remains a key hub, Austin, Denver, Seattle, and North Carolina are emerging as executive talent hotspots offering more flexible and affordable alternatives.
Asia Pacific: Ambitious, Accelerated Growth
Asia Pacific shows the strongest hiring intentions globally, with an NEO of 30%. The region is marked by sharp contrasts; mature markets like Japan and Australia face talent shortages, while India and Southeast Asia are experiencing explosive demand.
85% of Asia-Pacific CEOs are optimistic about global growth, fuelling M&A, innovation and green investment.
Key country-level trends:
Top roles in the region include CTOs and CFOs, with increasing expectations for AI fluency and financial rigour in driving growth.
AI as a baseline: AI, data science, and digital automation are no longer differentiators, they’re expected. The edge lies in applying these tools strategically across business functions.
Geographic flexibility: Distributed teams and hybrid leadership models are becoming the norm. Willingness to relocate or manage regionally can expand opportunities.
Crisis readiness: Executives with experience managing uncertainty and leading transformation are highly prized.
Cultural intelligence: Especially critical in Asia Pacific, but increasingly important across global leadership roles.
So, although uncertainty prevails, solid opportunities are also emerging with developing markets and technologies driving growth in selective areas. To thrive as we move to H2 2025 and beyond, executives must stay ahead of these regional and sector-specific trends, reassess and adapt their skillsets for emerging opportunities and articulate a clear, differentiated value proposition. They will find professional support, including executive coaching, market intelligence and career strategising, more valuable than ever.
The global executive landscape in H2 2025 demands agility, foresight, and bold leadership. For those ready to embrace transformation, the opportunities are real, across industries, continents and roles.
To explore how the Rialto data-driven career strategy support can help you navigate this disruptive Executive market and accelerate your leadership journey, do get in touch for a free consultation.
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