New Perspectives from Türkiye: Leadership, Change, and Executive Search

The executive market in Türkiye is changing – and our new partner is right at the heart of it. In this interview, she shares exclusive insights into current leadership trends, the challenges facing executives, and the opportunities emerging in a dynamic market. A conversation about change, foresight, and the future of Executive Search in Türkiye.

1. How would you describe the current state of your local executive labor market?

While the dynamics differ by industry, companies in Türkiye have increasingly moved toward more specialization-driven organizational structures in recent years. This trend is clearly reflected at the C-level, where role definitions have become sharper and responsibilities more clearly segmented based on functional expertise.

One notable development is that many organizations now build broader executive teams, not only to cover specialized leadership needs but also as a form of succession planning and risk mitigation. In parallel, we observe a stronger emphasis on retention and loyalty initiatives, particularly aimed at ensuring long-term stability within senior leadership teams.

Additionally, local companies have become more competitive in terms of the personal development and leadership programs they offer to executives. These initiatives play a meaningful role in attracting and retaining senior leaders, especially in a market where experienced C-level talent remains limited and highly selective.

2. Which political or economic developments are having the biggest impact on Executive Search right now?
   
   

For many years, Türkiye has served as both a manufacturing hub and a strategic logistics base for local and international companies, thanks to its geographic advantages. This positioning enabled the country to host and grow large-scale organizations across multiple sectors.

However, recent economic challenges — particularly rising labor and raw material costs — have led some international companies to relocate parts of their production networks to alternative regions. At the same time, the post-pandemic normalization of remote and hybrid working models has opened Türkiye further to the global services economy, especially in white-collar and knowledge-based roles.

As a result, while we see growth in the service sector and an expansion of leadership roles in certain areas, there has also been a contraction in executive demand within traditional production-heavy industries. Overall, this has led to a more selective and cautious executive hiring environment.

Importantly, companies are now more acutely aware that the right leadership directly drives efficiency and cost control. This realization has increased sensitivity around executive hiring decisions and has pushed organizations toward more structured, professional, and partnership-based Executive Search processes to manage risk and ensure long-term value.

3. What leadership capabilities are most in demand today — and how are they evolving?
   
   

In an environment where resource constraints and efficiency have become critical, today’s leaders are expected to bring broader and more adaptive perspectives into their organizations. Beyond operational expertise, there is a strong demand for leaders who can strengthen employee engagement, improve internal productivity models, and retain high-performing talent in an increasingly borderless global labor market.

At the same time, the entrance of Generation Z into the workforce, combined with rapid technological advancements — particularly the integration of AI and digital tools into many functions — has fundamentally shifted leadership expectations. Executives are now required to continuously refresh their experience, remain innovative, and demonstrate openness to change.

In summary, our clients no longer assess leaders solely based on management experience or technical competence. They increasingly prioritize flexibility, social intelligence, global mindset, innovation capability, adaptability to new working models, and a clear focus on sustainable performance improvement.

4. What is the biggest hiring or retention challenge your clients face at C-level?
   
   

Due to Türkiye’s recent high-inflation environment, we have observed significant divergence in executive compensation structures over the past few years. These differences vary by sector and are also clearly visible between local and foreign-capital companies.

At the C-level, compensation discussions have moved far beyond base salary. Total reward packages have become a decisive factor, including elements such as private family health insurance, annual profitability-based bonuses, company car segments, holiday allowances, and in some cases, education support for executives’ children.

When hiring executives from competitor organizations, these packages — and the overall value proposition of what the company offers beyond compensation — play a critical role. Equally important is the company’s ability to consistently deliver on these commitments post-hire, as unmet expectations remain one of the biggest drivers of early executive turnover.

5. Looking ahead: what will define successful Executive Search and leadership advisory in the next 3 years?
   
   

Several dynamics will shape the future of Executive Search in Türkiye. In a challenging and fast-changing economic environment, a company’s ability to survive, grow, and scale will be increasingly tied to the strength of its leadership model.

Executives will no longer compete only within local markets; they will be expected to closely monitor global trends, apply innovative practices, and adapt them thoughtfully to local realities and organizational cultures. At the same time, building loyalty and engagement across entry, mid, and senior-level talent will become even more critical, given the ongoing scarcity of qualified professionals.

These factors clearly highlight the need for more professional, objective, and realistic executive evaluation processes. A misaligned leadership hire can cause significant financial and cultural damage, while replacing a failed executive is both costly and disruptive.

For this reason, we expect companies to increasingly rely on specialized Executive Search partners, trusted networks, and experienced advisors to secure the right leaders. To protect corporate reputation, ensure continuity, and sustain growth, organizations will place greater value on the expertise, market intelligence, and judgment of dedicated executive search professionals.

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