In September 2026, I had the opportunity to represent NAJ International, the exclusive partner of the International Executive Search Federation (IESF) in Poland, at the federation’s Annual Global Meeting in Ho Chi Minh City, Vietnam.
The event brought together executive search partners from across the world, including the United States, Canada, Germany, Spain, Denmark, the United Kingdom, Vietnam, Austria, Switzerland, the Czech Republic, Hungary, Finland, Brazil, Chile, Romania, the Netherlands and other markets. As a result, it offered a valuable opportunity to exchange perspectives and gain a broader understanding of the challenges facing businesses internationally.
Over several days, we discussed a range of important topics, from the growing role of artificial intelligence to CEO and board appointments, international business expansion and the future of executive search. Beyond the formal sessions, however, some of the most valuable insights emerged from conversations between partners, as we shared our experiences, compared market developments and explored the challenges our clients were facing.
What struck me most was that, despite differences in geography, economic conditions and business cultures, many of these challenges were remarkably similar. Across markets, companies are navigating change, adapting to new technologies and looking for leaders who can combine strategic vision with the ability to deliver tangible results.
I returned from Vietnam with one conviction stronger than ever:
The more powerful technology becomes, the more valuable our ability to recognise the people who can genuinely move businesses forward.
AI Is Transforming Executive Search. Human Judgement Matters More Than Ever.
Artificial intelligence was one of the key topics at the IESF Annual Global Meeting 2026. The discussions highlighted how rapidly technology is changing our industry.
AI already helps executive search consultants analyse information and structure research. It also supports candidate profiling and automates routine tasks. These capabilities are valuable, and we should make good use of them.
At the same time, technology creates an opportunity to focus more on what matters most. Experienced consultants can dedicate more time to understanding businesses, engaging with leaders and making informed assessments.
However, there is another side to this development.
Candidates now have access to many of the same AI tools as recruiters.
As a result, CVs, professional profiles and interview answers can appear increasingly polished. Technology makes it easier to present experience in a compelling way. Nevertheless, an impressive presentation does not necessarily reflect genuine leadership ability.
This distinction is particularly important when appointing a CEO, board member or senior executive. A strong profile alone cannot answer the most important questions.
How does this person make decisions? What have they personally achieved? How do they perform under pressure? Can they build and develop strong teams? Furthermore, how do they handle uncertainty, conflict and organisational change?
AI can support research, comparison and analysis. However, it cannot independently establish the full context behind a leader’s achievements. Nor can it reliably predict how that person will perform in a specific business environment.
That is precisely why human expertise remains essential. Direct interaction, professional judgement, rigorous assessment and thorough verification all play a critical role in executive search.
The consequences of a poor leadership appointment extend far beyond recruitment costs. Such a decision can undermine strategy execution and financial performance. It can also affect organisational culture, employee engagement and long-term competitiveness.
For this reason, I believe the future of executive search is not about choosing between technology and people.
Instead, it is about using technology intelligently while strengthening the human expertise that makes professional executive search valuable in the first place.
Why experienced executive search firms are becoming more valuable
Information about potential candidates has never been more accessible.
We can identify professionals more quickly, review career histories and compare experience across industries and markets.
But access to information is not the same as the ability to make the right leadership decision.
The value of professional executive search is not simply finding candidates. It is identifying and assessing the leaders most likely to succeed in a specific organisation, culture and business situation.
That requires much more than sophisticated tools or extensive databases.
It requires business understanding, market knowledge, trusted relationships, assessment skills and the ability to engage meaningfully with CEOs, boards, owners and senior candidates.
An experienced executive search consultant needs to explore questions such as:
- Can this leader deliver results in the circumstances our client is facing?
- Does their leadership approach match the organisation’s challenges?
- Can they make difficult decisions and take responsibility for the consequences?
- Are they able to attract, develop and retain strong talent?
- Have they demonstrated the ability to lead transformation?
- What truly motivates them, beyond the attractiveness of a new position?
- Will they be the right leader not only for today’s needs, but also for the company’s next stage of development?
No assessment process can eliminate uncertainty entirely. That is precisely why experience, evidence-based evaluation, references and a clear understanding of appointment risks matter.
At NAJ International, we have been identifying and assessing leaders and talent for 35 years.
During that time, we have worked with different organisations, business models, leadership cultures and market conditions. We have seen how leadership expectations change as companies grow, transform and enter new markets.
That experience is particularly valuable when a client is making a decision that may influence the future of the business.
AI can help identify more potential candidates. Experienced executive search professionals help determine which leader the organisation truly needs and why.
Hiring a recruitment partner isn’t a procurement decision. It’s a decision about who speaks for your company in the talent market.
Businesses need leaders who make a real difference
This was one of the most important themes I took away from our discussions in Vietnam.
Companies today face rapid technological change, intense competition, pressure to improve performance and increasing uncertainty.
Maintaining the status quo is rarely enough to secure future growth.
Businesses need leaders who can recognise opportunities, make difficult but well-judged decisions, build high-performing teams and turn strategic ambitions into measurable results.
The right leader can help a company do more than respond to change. They can help it shape what comes next.
They may open new markets, develop new business lines, lead a transformation, strengthen the next generation of management or restore performance after a difficult period.
Of course, no individual creates a company’s success alone. Sustainable results depend on teams, strategy, resources and many external factors.
But leadership quality has a profound influence on whether an organisation can turn its potential into performance.
That is why I believe CEOs, business owners and boards should look beyond the immediate question of whom they can hire.
A more important question is:
“What kind of leader do we need to achieve what our business has not yet achieved?”
This is where the expertise of a professional executive search partner can make a significant contribution.
The objective is not simply to fill a senior position. It is to help the client make a leadership decision that supports the organisation’s future.
From available candidates to the right leaders for the next business challenge
Another important message from the IESF Annual Global Meeting 2026 was the need for executive search firms to work even more closely with CEOs, boards and business owners.
When a company enters a new market, changes its strategy, undertakes a transformation or prepares for succession, a candidate’s previous job title is only part of the picture.
Two executives may have similar CVs, comparable responsibilities and experience in the same industry.
Yet one may be significantly better suited to the client’s circumstances.
A business that needs to restore operational discipline may require a different leadership profile from one preparing to expand into several international markets.
A company facing restructuring needs different strengths from a business scaling rapidly with limited resources.
That is why an effective executive search assignment should begin with a deep understanding of the business challenge — not with a list of names.
The meeting also encouraged us to think more ambitiously about CEO and board-level relationships.
I particularly remember the presentation by Normand Lebeau from Canada, who challenged us to move beyond established networks, build relationships with business leaders we do not yet know and remain persistent in developing those connections.
I see this as a relevant message for NAJ International.
Independent executive search firms can be highly valuable partners at the highest levels of business when they bring senior-level attention, strong expertise, sound judgement and consistent delivery.
Our role should go beyond responding to recruitment requests.
We should seek to understand where our clients want to take their businesses, what challenges lie ahead and what kind of leadership will be needed to get there.
Global reach creates value when it is built on local knowledge
One of the greatest strengths of IESF is that it brings together independent executive search firms with deep expertise in their respective markets.
Each partner operates in a different business environment.
They understand local companies, leadership communities, candidate expectations, management cultures and the practical realities of executive recruitment.
At the same time, we are connected through an international network of professionals who know and trust one another.
We know our markets. We know leaders and talent. And, through IESF, we know and trust each other.
That last point matters enormously.
Cross-border executive search is not simply about passing a recruitment request to another country.
Clients need partners who understand their business objectives, can align expectations and work together with a consistent approach.
Consider a Polish company preparing to expand into Asia.
Finding a leader with relevant industry experience may be only the beginning. The business also needs to understand the local leadership market, commercial relationships, decision-making culture and expectations associated with the role.
The same applies to an international company entering Poland.
Its headquarters may understand its own strategy extremely well while having limited knowledge of the local executive talent market, candidate motivations and leadership expectations.
In both situations, combining international business understanding with genuine local market expertise can improve the quality of the search and the decisions that follow.
This is the practical value of international executive recruitment through IESF.
Vietnam reinforced a lesson about international expansion
Being in Ho Chi Minh City also gave me an opportunity to look at international growth from the perspective of a market attracting considerable business interest.
Our discussions covered investment, infrastructure development, economic opportunities and the growing need for experienced leadership talent.
One of the highlights was the IESF CEO Evening, “Growing Business in Vietnam: Leadership, Opportunities and Risks”, held at The Deck in Thao Dien.
According to IESF’s event summary, approximately 70 CEOs and business leaders attended.
The speakers brought perspectives from investment, technology, industrial development and executive search. The discussion focused on three closely connected issues: leadership, opportunities and the risks associated with rapid growth.
What stayed with me was a simple but important point.
Successful international expansion depends not only on strategy, investment and market potential, but also on having the right leaders and a genuine understanding of local business realities.
A company may have a strong product, an ambitious growth plan and sufficient investment capital.
But without an effective leadership team, delivering that strategy in a new market can become much more difficult than expected.
I also had the opportunity to meet Polish business representatives active in Vietnam, including people connected with CEE in Vietnam and a Polish entrepreneur associated with Cool Systems / M2M Team.
These conversations were particularly valuable to me.
They provided a practical perspective on Polish business activity in Asia and created opportunities to discuss how companies operating between Poland, Vietnam and other markets can be better supported.
Such meetings may lead to further business relationships. More importantly, they help us understand the real challenges faced by companies building an international presence.
What does IESF collaboration mean for companies in Poland and abroad?
For clients, the value of a global network is not measured simply by the number of countries it covers.
What matters is whether the collaboration helps solve a specific business problem.
I see two particularly important opportunities for NAJ International.
The first is supporting international companies entering or expanding in Poland and Central and Eastern Europe.
These organisations need leaders who understand both the expectations of international headquarters and the realities of the local market.
The second is supporting Polish companies expanding internationally.
In these assignments, we can combine our understanding of the Polish client with the expertise of IESF partners operating in the target market.
Both situations require more than an efficient candidate search.
They require a clear understanding of business objectives, organisational culture, leadership responsibilities and the results expected from the appointment.
They also require sensitivity to differences in management styles, candidate expectations and decision-making practices.
This is why trust between IESF partners creates practical value.
It allows us to combine knowledge, share perspectives and coordinate assignments across borders while remaining focused on the client’s objectives.
Your company's future depends on the right leaders
FAQ
Why is professional executive search still important in the age of AI?
AI can accelerate research and candidate identification. Professional executive search adds business understanding, leadership assessment, experience verification and judgement about how well a candidate may perform in a specific organisation and business situation.
How can an executive search firm create value for CEOs and business owners?
An experienced executive search partner helps define the leadership capabilities required to execute strategy, engage suitable candidates and assess their experience, motivation, judgement and ability to deliver results.
How does an international executive search network support business expansion?
It connects companies with professionals who understand local leadership markets, candidate expectations and business cultures. This helps organisations combine their international objectives with the expertise needed to recruit leaders in specific countries.
What is NAJ International's role within IESF?
NAJ International is the exclusive IESF partner in Poland. It combines 35 years of experience in the Polish market with the expertise and relationships of international IESF partners, supporting companies recruiting leaders in Poland and abroad.
