Jonathan Lee Recruitment say factors such as economic and global uncertainty, the rise of AI and digital transformation are driving a demand for a more intentional, targeted approach to hiring at board, C-Suite and non-executive director levels.

The firm has put renewed focus on its executive search and selection service, led by a dedicated team of recruitment experts, to help firms find leaders built for transformation.

“The businesses we support are having to evolve faster than ever before,” explains Matthew Heath (pictured), associate director and newly appointed head of Jonathan Lee Search & Selection.

“Whether it’s a manufacturer diversifying from automotive into defence, an energy company shifting further into renewables, or firms simply trying to survive supply chain challenges and shifting economic climates, leaders today must think and act differently.

“Internal promotion alone can’t always deliver the step-change that companies currently need.

“The pace of transformation means you sometimes have to look beyond the candidate pool, or even your own sector, to find leaders with the right mindset and transferable skills.”

Matthew adds that there is an increased reluctance for people to change jobs amid economic uncertainty, which is where personal relationships remain key to finding successful, long-term matches.

He said: “Where we previously may have found 10 senior candidates ready to move from an existing role, we’re now seeing perhaps four or five.

“That’s where personal networks and the human side of executive search become vital.

“At this level, you’re not scanning CVs, you’re starting trusted conversations with people who may or may not be seeking change.

“Because we are so well established with a long history, we have extensive networks and a recognised brand to draw upon.”

With hundreds of placements made every year at all levels and access to a proprietary database of thousands of confidential candidate profiles, Jonathan Lee draws on nearly five decades of industry relationships to reach leaders who are not actively on the market.

While AI-driven tools and analytics play a role in the wider Jonathan Lee Recruitment group’s operations, the executive search team emphasises the continued value of human judgement and personal engagement in leadership hiring.

Matthew said: “AI can help with data and insights, but you can’t automate chemistry. Understanding culture, ambition and fit from both the client and candidate perspective takes experience, and often intuition. The right conversation at the right moment can unlock a candidate who wasn’t even considering a move.”

The firm’s relaunch of its executive Search & Selection consultancy service reflects a growing need among engineering and tech-focused businesses, typically employing between 150 and 1,000 people, to access senior talent on par with international search firms.

“Many of our clients are regional manufacturers or technology businesses competing globally,” says Matthew.

“They don’t just need leaders who can manage the status quo, they need people who can reimagine what the business could become. Because that person’s impact cascades through an entire organisation.

“That’s where our combination of cross-sector insight, relationship depth and strategic recruitment experience really adds value.”