In a rapidly shifting American executive landscape, two major announcements this week spotlight the evolving strategies—and mounting challenges—organizations face in finding and developing top leadership talent. On December 2, 2025, LHH, a global powerhouse in interconnected talent solutions and a division of the Adecco Group, unveiled its new Retained Executive Search Practice in the United States. Almost simultaneously, Career Management Partners (CMP), a minority- and woman-owned talent and transition firm based in Dallas, was named to Hunt Scanlon Media’s 2025 Non-Profit Recruiting Top 70, cementing its reputation as a leader in mission-driven executive search.
These developments come at a pivotal time. According to LHH’s recently released Executive Search report, a staggering 64% of U.S. executives plan to change roles within the next three years—a figure echoed globally at 59%. The report, cited by ACCESS Newswire, also reveals that two-thirds of those executives are contemplating leaving their current organizations entirely. That’s not just a blip; it’s a seismic shift in leadership mobility, one that has organizations scrambling to shore up their succession plans and leadership pipelines.
“Leadership mobility is accelerating at a pace we haven’t seen before,” Nicole Gable, LHH U.S. Country President and President of North America Recruitment Solutions, told ACCESS Newswire. “Organizations face unprecedented pressure to build leadership teams that drive results and adapt confidently in uncertain markets. LHH’s Retained Executive Search Practice is built for this reality; we use deep talent intelligence and a personalized, consultative approach to ensure each appointment is aligned with strategic goals, culture, and long-term value. Our commitment is to help clients turn leadership from a vulnerability into a true competitive advantage.”
It’s not just about filling seats at the top. The modern executive search is a nuanced, high-stakes process. Aram Lulla, the newly appointed Executive Search Leader for LHH in the U.S., explained, “After two decades in executive recruiting, I’ve seen that successful leadership appointments depend on far more than an impressive track record. In today’s environment of rapid transformation, organizations need leaders whose capabilities align precisely with business strategy, culture, and market opportunity. That requires a search process grounded in rigorous talent intelligence, nuanced market insight, and true partnership between client and advisor.”
LHH’s new practice is designed to close critical executive leadership gaps through a highly personalized, consultative approach. Powered by data-driven insights and an integrated talent solutions ecosystem, it aims to ensure each leadership appointment strengthens performance, culture, and long-term growth. The practice serves a broad range of sectors—technology, life sciences, healthcare, industrials, financial services, consumer goods, and professional services—specializing in senior-level and mission-critical placements that shape organizational strategy.
What sets LHH apart, according to their leadership, is their interconnected approach. They don’t just recruit; they connect executive recruitment with leadership development, upskilling, and career transition, supporting leaders not just at placement but throughout their career journey. “Our approach combines the precision of a highly specialized search firm with the reach and resources of a global talent partner,” said Lulla.
One particularly timely focus is on AI and digital fluency, now rated as the most valued leadership capability in LHH’s research. The company leverages advanced talent intelligence to evaluate these competencies while maintaining a human-centered approach that also selects for adaptability, empathy, and communication—qualities essential for leading through transformation. LHH’s tech upskilling brand, General Assembly, and its coaching business, EZRA, provide AI upskilling programs tailored for C-level leaders. Yet, according to recent General Assembly research, less than half of companies offer leadership-specific AI training, leaving a critical gap in readiness to deliver on AI transformation goals. LHH’s AI Leadership Transformation Program aims to fill that gap, equipping leaders from mid-level managers to the C-suite to create the conditions for lasting change.
But even the best-placed leaders face a rocky road. The LHH report found that one in three newly appointed leaders struggles to find their footing within the first year, underscoring the need for tailored onboarding and ongoing support. The top skills sought in today’s leaders, beyond technical prowess, include collaboration, strategic thinking, communication, and adaptability. LHH’s integrated approach is designed to address these needs, aligning leadership placement with the company’s broader suite of services, creating a seamless, end-to-end career journey for organizations and individuals alike.
Meanwhile, on the nonprofit side of the sector, CMP’s recent recognition by Hunt Scanlon Media as one of the top 70 nonprofit recruiting firms in the U.S. highlights the importance of specialized executive search in mission-driven organizations. Hunt Scanlon Media, a premier authority on executive search and leadership talent, is known for its industry rankings and in-depth market intelligence. CMP’s inclusion reflects its track record of delivering executive talent to organizations advancing critical causes in communities nationwide.
Maryanne Piña, CEO of CMP, emphasized the unique demands of nonprofit leadership: “Nonprofit organizations need leaders who bring both operational excellence and a deep connection to mission. This recognition from Hunt Scanlon underscores our commitment to partnering with boards and executives to place leaders who elevate governance, strengthen institutions, and advance long-term organizational sustainability.”
CMP’s Executive Search practice serves nonprofits, foundations, associations, and the broader social sector, delivering what they call a high-touch, high-tech experience. Recent assignments have included executive roles in healthcare, education, housing, and family services—demonstrating the breadth of their sector expertise. Dr. John Carlo, CEO of Prism Health North Texas, shared his experience: “Securing the right executive talent at the right moment can change the trajectory of an entire organization. Our partnership with CMP ensured we had a strong, mission-aligned slate of candidates and a disciplined, highly effective search process. Their expertise removed uncertainty, strengthened our decision-making, and positioned our new leader for a successful transition.”
Beyond executive search, CMP supports clients across the full talent lifecycle, including leadership development, assessment, and outplacement solutions. The firm brings a diverse lens to every engagement, helping organizations build inclusive, future-ready leadership teams—a crucial asset in a sector where representation and mission alignment are often as important as operational skill.
Both LHH and CMP’s recent announcements underscore a broader truth: the future of work is being shaped right now, not just by technology or market forces, but by the people at the helm. As executives contemplate their next moves and organizations race to secure the right talent, the stakes have rarely been higher—or the competition fiercer. The new era of executive search isn’t just about finding leaders. It’s about building organizations that can thrive amid uncertainty, guided by people who are ready not just for today’s challenges, but for tomorrow’s opportunities.
