Based on our direct headhunting experience since 2009
Attracting the best professionals in the market is no longer just about offering a competitive salary. Today, top candidates are more demanding, strategic, and aware of their value. Drawing on our track record in executive search since 2009, we've identified the 10 key factors that these profiles value most in an organisation:
1. Strong organisational culture
They seek companies with purpose, clear values, and day-to-day consistency. A workplace where respect, inclusion, collaboration, and human development are the norm.
2. Professional development opportunities
They want to learn, grow and be challenged. They value training programmes, mentoring, and career paths that don’t stall after two years.
3. Work-life balance
Flexibility and respect for personal time are no longer perks — they are minimum requirements. Remote work, flexible hours, or compressed workweeks increasingly matter.
4. Company reputation and stability
Top profiles do their research. They won’t join just any firm. They look for financial solidity, a proven track record, and a clear, ethical market position.
5. Competitive compensation and benefits
Yes, money matters. But recognition does too. They want performance-based packages with insurance, mental health support, career growth, and time off.
6. Credibility of the process and professionalism of the recruiter
This is critical: top candidates immediately spot lack of preparation. A recruiter not knowing their background before a first call? A major red flag. Similarly, 100% automated processes with no human touch are a big turn-off. They expect to be treated as valuable individuals, not data entries.
7. Agility in the hiring process
They won’t waste time. A slow, disorganised or feedback-less process signals chaos and indecision. And they walk away.
8. Inspiring leadership
A great manager doesn’t just manage — they inspire. Top candidates seek transparent leaders who believe in and empower their teams.
9. Impact and purpose
They want their work to matter. Purpose beyond profit motivates, retains and aligns talent.
10. Real diversity and inclusion
A DEI policy is not enough. They want to see diverse teams, heard voices, and shared decisions. They seek companies where they can be their true selves.
Conclusion: The most valuable candidates in the market know what they want — and they won’t settle. Companies looking to attract them must review not only their offer, but also how they communicate it and who delivers the message.
Sources:
- Our own direct experience in executive search since 2009.
- Employee wellbeing reinforces business success – El País
- Human capital retention – Wikipedia
- Organisational climate – Wikipedia
- ESG criteria – Wikipedia
- Managerial skills – Wikipedia
- LinkedIn Talent Blog
- ORH – HR Observatory
