The Big Search
Board and CEO AdvisoryExecutive SearchCEO Succession
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September 06, 2018
Board and CEO AdvisoryExecutive SearchCEO Succession
The Capital article, “The Big Search," quoted Russell Reynolds Associates Consultant Burak Gorbon on the common characteristics among the many CEOs who are open to new career opportunities. A translated excerpt of the article is below.


There is a trend that is becoming more widespread among CEOs over the last few days. That trend is looking out for new opportunities. Talent scouts highlight that the rate of job change is gradually slowing down, particularly due to economic uncertainties; however, the intuition to follow new opportunities is actually increasing. In other words, the majority of CEOs do not disregard job offers even if they do not accept these offers, just to observe the trends in the market. This trend is also reflected in the figures. Nearly 600 CEOs included in the portfolios of the leading talent scouts in Turkey are actively open to offers. Some of these professionals who are looking for new positions aim for major companies. Others are looking for a new industry, and some are even looking to relocate to a new country. 


Talent scouts indicate that senior executives who have been recently searching for new positions exhibit similar characteristics. It is possible to observe these common aspects both in the qualifications of the executives and the grounds for their search. 


Another common characteristic is the scale of the institutions where they gained experience. Russell Reynolds Turkey Executive Burak Gorbon indicates that CEOs from corporate structures in Turkey are not replaced frequently and adds, "We observed that there is a more widespread transformation within those structures that are not turned into corporate structures yet," and lists the reasons as follows: 

"Two CEO/general manager types stand out at the moment. The first category is comprised of those who have not changed jobs previously. In this group, you may find leaders who have spent their entire careers at Koç Holding and those trying to establish a career at global companies such as P&G and Unilever. The second profile, on the other hand, includes those executives who have somehow gone out of such a corporate structure and changed, or had to change, positions frequently at those companies which do not have a corporate structure. I do not think that there are any differences between these two groups in terms of education, industry or age group. These consequences are mostly related to career choices or general conditions that were beyond the control of the executive." 

The entire article in its original Turkish can be found here.