In Part one of our Q4 Executive Outlook, Rialto economic and executive market analysts found the UK in stagnation with job vacancies on a continuous trend of constriction and an increase in candidates flooding the market with each wave of redundancies, thereby increasing competition for the limited roles available.
Here, we turn to the US, Asia and Middle East, which are facing similar uncertainty and disruption, but showing greater resilience with growth in technological innovation and AI scaling up.
August produced notably soft job growth in the US while July saw unemployed people outnumber job openings for the first time since April 2021.
Select pockets of technology and AI-adjacent roles, where firms still invest to capture digital advantage, continue to strengthen. These are concentrated in firms that can demonstrate rapid ROI on automation and platform initiatives. Executive search data shows fintech and AI strategy leaders are in high demand.
One of the most visible trends is a surge in demand for data centre infrastructure, fuelled by generative AI and machine learning investment. In June 2025, data centre construction spending hit a record high of $40 billion, up 30% in a year. Companies like Microsoft, Amazon, and Alphabet are leading that infrastructure build-out.
Another fast-growing sector is healthcare and healthtech. Despite broader labour market cooling, the healthcare and social assistance sectors have been among the most consistent job creators. Private sector hiring data shows healthcare roles accounting for up nearly two-thirds of recent monthly job growth. Meanwhile, venture funding in healthtech, driven by AI diagnostics, telehealth, and medical software, is rebounding strongly.
The most resilient corporate functions are tied to compliance, risk and transformation. Evidence from recent executive surveys indicates boards are still prioritising risk, digital leadership and CEO accountability. Companies want leaders capable of leveraging digital tools, managing risk and building resilient operations.
CEO turnover and board renewal are more frequent, as companies adapt leadership to better respond to disruption and regulation. Interim and short-term leadership assignments are increasing. Organisations are less patient with underperformance and more willing to bring in temporary leaders or successors from within. Executive search cycles remain lengthy but are shortening in some sectors.
Compensation growth for senior roles is modest but present; executives with transformation, AI or sustainability expertise command premium salaries.
Remote and hybrid leadership roles are more common. Companies are broadening their talent pool across geographies and expecting executives to lead distributed teams effectively, opening opportunities for global candidates.
UK and European candidates looking for US roles should, then target sectors that are booming there: healthtech, AI/data infrastructure, climate tech, reframing experience in tangential fields for relevance and demonstrate experience in leading digital or tech initiatives.
US firms increasingly look for clear stories of transformation, resilience, risk management and stakeholder leadership. Candidates should also demonstrate that they are confident managing across time zones, hybrid teams and multiple geographies. Fluency in remote leadership tools and protocols is a plus.
Understanding US regulatory frameworks will also give an edge, whether on privacy, environmental regulation or data governance, especially in healthtech, fintech, ESG and sustainability domains.
Laying the groundwork includes establishing a presence in US networks via industry conferences, virtual events and online. Recruiter relationships are important; many leadership opportunities are not broadly advertised.
Asia-Pacific has seen a ramp up in corporate banking and financial services leadership hiring, as firms look to service growing trade and cross-border corporate demand. JPMorgan Chase has doubled its target to 20% growth, with plans to maintain similar levels in 2026. Digital transformation, AI governance, and trade-oriented corporate services are among the most dynamic sectors.
Employment growth projections are moderate, around 1.7% for 2025, and becoming increasingly cautious, but still leading globally.
Hiring intentions are stronger in India (43 %), China (32 %) and Singapore (27%), where demand is high for senior technical, transformation and strategic leadership roles, while weaker in Hong Kong and Japan.
Increasing inter-Asia trade in the wake of US tariffs and globalisation of corporate footprints are driving the need for executives who can operate across markets with regional sensitivity and fluency.
The talent pool for executives who combine cross-border experience with technical acumen, leadership, strategy and stakeholder relationship skills is stretched, holding back growth in some areas. High performing executives looking for portfolio or permanent posts who are struggling in the UK might find greater and better paid opportunities in these Asia growth areas.
Executives aiming for senior roles should emphasise hybrid skills, ability to scale operations across Asian markets, navigate regulatory complexity, trade-tailored risk and stakeholder management.
Those in technology roles should move toward growing strategic, leadership, architecture and transformation roles and away from shrinking implementation and development work.
Candidates open to a position in Asia should be ready to pivot regionally or functionally.
This region is becoming increasingly attractive to executives as it leads globally in several metrics. Around one in six major companies have made new CEO appointments in recent years, drawing overwhelmingly from c-suite experience.
According to a PwC survey, about 90% of CEOs in Gulf Cooperation Council countries expect revenue growth through 2025 and 61% expect to increase headcount, especially in healthcare, energy, utilities, technology, media and telecommunications, transport and logistics. Also growing are consulting, business development and transformation roles within financial institutions.
As oil export revenues continue to be important, there is simultaneous large investment in non-oil infrastructure: renewable energy, green infrastructure, electric vehicle infrastructure, data centres and new utilities are growing rapidly. Saudi Arabia’s Vision 2030 plays a central role here.
Demand is growing in real estate and project delivery, particularly in UAE and Abu Dhabi, tied to large infrastructure and development projects, while public sector hiring has also increased, especially in governance, citizen services and digital administration.
Consumer markets are also broadly optimistic.
Retail and hospitality are experiencing a dip.
Organisations are looking for executives who can lead digitalisation, AI, data analytics and cybersecurity. Traditional sectors like energy, banking and manufacturing are increasingly seeking digital-savvy leaders, with roles such as Chief Data and Analytics Officers, CDOs and CIOs as well as regulatory positions in high demand.
They also want leaders who can navigate multiple markets or have worked across different borders and sectors.
There is a clear move toward using independent professionals and consultants for specialised, project-based work. Skills in payments, product development, risk, business development and analytics are in high demand. Freelancers and interim executives are being engaged increasingly in strategic execution roles
There is, however, growing pressure to localise leadership, especially in UAE and Qatar, which may restrict opportunities for those from outside the region.
Candidates can boost their chances by positioning as specialist, not just generalist, especially those with experience in digital transformation, AI, data analytics, sustainability, renewables, or risk and compliance.
Fluency in regional business culture, regulatory regimes, localisation policies and relevant languages help.
Employers look for leaders who can adapt, deliver results under budget constraints, lead hybrid or remote teams or take project-based roles. Being open to interim or consulting work can initiate entry.
Those exploring the region cold should make connections in GCC hubs (Dubai, Riyadh, Doha), participate in regional professional forums and virtual events. If possible, take on regional assignments or secondments.
Packages often include more than base salary: housing, schooling, relocation, expat benefits, sometimes allowances or profit-sharing.
Certifications or demonstrable experience in AI, cybersecurity, data science, cloud, product leadership or sustainability will make a difference, especially where demand exceeds supply.
So, while regional differentiations exist and must be taken into account, the executive markets in the UK, EU, US and MENA all reflect a common reality: opportunities exist, but they are increasingly sector-specific, competitive and shaped by rapid technological, regulatory and cultural change. Whether targeting the buoyant US healthtech and AI markets, the transformation and infrastructure agendas of the Middle East, or navigating a slow-growth UK economy, executives need to demonstrate more than technical expertise. They must show adaptability, clarity of vision, and the ability to deliver outcomes under scrutiny.
For those considering overseas roles, there may be a need to consider executive coaching which can offer support on multiple levels:
Ultimately, executive coaching provides the bridge between aspiration and execution. It equips leaders to navigate the complexity of global hiring markets, strengthens their capacity to lead across borders and ensures they approach opportunities overseas with clarity, confidence and competitive positioning.
In today’s market, technical expertise alone is not enough. Boards and recruiters are looking for proof of adaptability, cultural intelligence and the ability to deliver results under scrutiny. Executives who can translate their achievements into globally relevant narratives, show fluency in digital and regulatory domains, and demonstrate resilience in uncertain environments will stand out. Coaching accelerates this process, turning experience into a competitive advantage and ensuring leaders step into overseas opportunities ready to make immediate impact.
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