Month: October 2025

In executive search, the question is no longer simply: “Who is the right profile?” but rather:“Why would this key leader want to join your organization today?” For several years, Anglo-Saxon firms have embraced this shift: they no longer just hunt for talent — they work on the perception of the role, the company narrative, and the clarity of the employer brand. At Fitch Bennett Partners, this approach has been part of our DNA from day one. We believe that a leaders are not recruited solely for their skills, but for their alignment with a vision, a culture, and a trajectory.This means:– Understanding the company’s true identity (beyond the job description)– Co-building a clear and inspiring message for the market– Guiding the leader in their projection, far beyond the interview stage That’s what makes the difference between presenting candidates and helping the right leader emerge to write the next chapter of your story.It’s our belief. It’s our expertise. Frédéric Aymonier

In a rapidly transforming sector where Artificial Intelligence and New Technologies are redefining practices every day, leadership plays a more decisive role than ever. FITCH BENNETT PARTNERS is delighted to have supported a leading player in the Tech & AI sector in the selection and recruitment of its new Chief Executive Officer. This mission reflects our conviction: behind every technological breakthrough, there is a vision, a team, and a leader capable of paving the way. We thank our client for their trust and wish this new executive every success in their future achievements.

Generative AI, predictive data, automated tools — these technologies are transforming everything, including what is expected from leaders. Over the past 12 months, we have supported boards and investment funds in assessing and structuring their executive teams to adapt to this new reality. The conclusion is clear: the profile of the leaders sought has changed. The CEO is no longer just a visionary: they must know how to integrate AI into product, HR, and client strategy. The CFO becomes a technological co-pilot, mastering data as well as cash. The CHRO is now expected to address issues of skill obsolescence, digital culture, and ethical governance of AI. Even industrial or operational profiles must now engage with technology.Sector expertise remains essential, but it is no longer sufficient unless coupled with strategic adaptability. Advice to boards: audit your leadership team’s soft skills and digital reflexes before the next disruption, because AI won’t replace leaders… but it will make some profiles obsolete. Our mission: to help companies recruit leaders capable of anticipating tomorrow’s disruptions.