en
Login
|
62%of global executives believe their organization lacks a successful C-suite succession strategy. Source: RRA, Global Leadership Monitor 2024
|
The unexpected departure of a key executive can throw even the most stable company into turmoil. Whether owing to a sudden retirement, health issue, or opportunity elsewhere, being caught without a C-suite succession plan can leave your organization vulnerable at precisely the wrong moment.
We help you sidestep pitfalls to find future-fit executives for C-suite roles, including CFOs, COOs, CHROs, CMOs, and CTOs, who’ll take your organization to the next level. And we ensure runners-up remain strong, contributing members of your team.
The C-suite succession questions we help you answer
Our comprehensive approach ensures successful outcomes for all stakeholders—identifying and securing the right future leader while keeping other successor candidates committed to your organization's success. By managing both aspects of succession, we help maintain momentum and organizational stability through every leadership transition.
-
How do we identify and develop internal succession candidates who can drive our future growth agenda?
-
What external talent could bring new capabilities to our leadership team?
-
How can we ensure our succession strategy aligns with our long-term business objectives?
-
What development experiences will prepare our high-potential leaders for C-suite roles?
-
How do we retain valuable leaders who aren't selected for the role?
Make succession planning your competitive edge
C-suite succession is not a one-time event—but an ongoing strategic priority that shapes your competitive advantage in the market. We help you build your future C-suite today, developing diverse leadership pipelines that ensure business continuity and prepare you for what's next.
|
|
Stay one step ahead of leadership risksA best-in-class C-suite succession process starts three to five years out. We help you develop a robust and dynamic C-suite succession plan that mitigates the risk of unexpected departures and positions your organization for uninterrupted, long-term performance. |
|
|
|
|
|
Get to know your rising starsThe best C-suite successors often come from within your own four walls. We keep a laser focus on next-generation leaders across your ranks, so you understand their strengths, their weaknesses, their leadership styles, and the crucible experiences required to unleash their potential. |
|
|
|
|
|
Unearth unusual suspectsOur approach to identifying, selecting, and developing C-suite successors uses benchmarked data and a time-tested methodology to find the right successors for your organization—not necessarily the obvious ones. |
|
|
|
Frequently asked C-suite succession questions
What is executive search?
Executive search is a specialized executive recruitment service that involves working with a specialist executive recruiter to discover and onboard leaders for senior-level positions across your organization. This could be a new CEO, board member, CxO, or functional leader. Our executive search consultants work with you to strategically consider the best person for the job—and advise you on how to set them up for success.
How long does an executive search typically take?
While timelines can vary based on position and market conditions, our structured process typically delivers a shortlist of qualified candidates within eight weeks. Our data-driven approach and extensive networks help optimize the search timeline while ensuring quality outcomes.
What level of positions does Russell Reynolds Associates recruit for?
We specialize in C-suite and senior executive positions across functions and industries for corporations and non-profits globally. We have extensive experience placing Chief Financial Officers (CFOs), Chief Operating Officers (COOs), Chief Marketing Officers (CMOs), Chief Technology Officers (CTOs), Chief Digital Offices (CDOs), and Chief Information Officers (CIOs), Chief Human Resources (CHROs), Chief People Officers (CPOs), General Counsel (GC), as well as other critical C-suite positions and functional and division leadership roles.