What are the key drivers for changes within c-suite executive recruitment evolution?

The c-suite is evolving, with the traditional roles of COO, SMO, CIO, CMO and CEO facing the need to bring in further specialists, including the likes of Chief Customer Officer to address new customer demands, requirements and restrictions. Or the likes of Chief Digital or Data Officer, to face the impending changes to data management and increase the cybersecurity of the business in line with recent and very public data breaches across a number of sectors.

The c-suite must now be open to change and buckle down to ensure that their collective knowledge is as up to date as that of the millennials and Gen Z employees now entering the workforce. The increased demand for c-suite executives to improve their knowledge of social media, marketing, design, customer experiences and data, to name a few, has resulted in many boards experiencing a rigorous shake-up, to ensure the right people are in the right positions to drive business.

Improving customer experiences

One of the core drivers for change within c-suite executive recruitment for the implementation of new members, into what was previously an exclusive club, is the need to develop a deeper understanding of customers.

Organisations have seen a huge rise in customer demand, both through within experiences, product satisfaction and their expectancy from the brand itself to interact, entertain and be on hand to answer their queries, at all times. This requires the c-suite to establish a better understanding of their customer base and be able to better meet their expectancy, through ensuring the correct processes are in place, with a steadfast customer service team available round the clock.

Digitisation and technology development

Without the c-suite paving the way in utilising technology to improve experiences and the way in which the business operates, the trickle-down effect will fail to take hold. Without inspiration and leadership from the board level, the remainder of the company may become stagnant and fail to push for innovation within other sectors, due to lack of top-down encouragement.

C-suite executive recruitment should aim to identify individuals with the core skill set to educate the rest of the board but also provide inspiration for pushing the company forward through the adoption of new technologies and streamlined processes which integrated the likes of AI.


With developments such as Brexit bringing changes which will affect how businesses in the UK operate, c-suite executive recruitment should focus on sourcing individuals who can implement a global outlook within the business. Particularly for businesses who have relied heavily on sourcing raw materials and selling to the EU, who may face more complicated legislation, looking further afield for establishing new customer bases and resources could be the next step. C-suite attitudes may need to be revised in order to push the business to consider new approaches and implement changes to make their globalisation efforts more effective.

At Goodall Brazier, we understand the key drivers which will be shaping c-suite executive recruitment over the next year. Get in touch with us today to find out how we can optimise your c-suite executive recruitment practices.