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Modern High-Rise Buildings in Ljubljana at Sunset

<figure id="figure-lg5cmxkivmf10m0py" class=""><img id="lg5cmxkivmf10m0py" src="https://cdn.durable.co/blocks/24nkvetZX80LOZMZBvcnJ5u9br9OPbEjjuQ4uw55qYKf1vxHNGDgA6mbggv3eVBw.jpg" alt="" title="" class="object-cover bg-gray-100" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/24nkvetZX80LOZMZBvcnJ5u9br9OPbEjjuQ4uw55qYKf1vxHNGDgA6mbggv3eVBw.jpg" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>As pioneers of external HR services, HILL International Serbia brings more than three decades of experience in executive search and selection for managerial and specialist roles across diverse industries. Becoming part of HILL International Austria network and starting our journey in 1990. in Serbia, we had a significant task to educate the market and build trust in completely new approach and perspective of the recruitment and HR processes in general. Today what differentiates us is our unique approach derived from our expertise and passion as well as high quality of the services.Covering both Serbia and North Macedonia, our team combines deep knowledge of local labour markets dynamics with a strong commitment to delivering tailored solutions. We are basing our approach on professionalism and partnership.&nbsp;We are passionate about our work, oriented to people and on a mission to find best possible solutions for our clients and candidates. By consistently going the extra mile, we have built long-term relationships based on trust, expertise, and results.We interviewed&nbsp;Mina Jokic, Managing Partner, HILL International Serbia.<figure id="figure-sevan6tkymmimut4lt"><img id="sevan6tkymmimut4lt" src="https://cdn.durable.co/blocks/7xCdAV0bLCoXPloamgVKPEZKbN2CWE02ADYo9R0AuySlYe9eIK6S0tlCKhNwG053.jpg" alt="" title="" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: 50% 25%;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="50%" data-positiony="25%" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/7xCdAV0bLCoXPloamgVKPEZKbN2CWE02ADYo9R0AuySlYe9eIK6S0tlCKhNwG053.jpg" data-mce-style="aspect-ratio: 16/9; object-position: 50% 25%;"></figure><h3>How would you describe the current state of your local executive labour market?&nbsp;</h3>Over the past years a new wave of business migrations from Serbia to EU and other countries has emerged. This trend significantly affects labour market and availability of candidates from different branches and for different position levels. The labour market in general is quite dynamic and is mirroring a wider global economic situation. Demand for experts in IT industry, along with experts for Sales, HR and Finance, Accounting and Administration and Technical experts was extremely high in post Covid period. This trend affected other less perspective and popular industries in which companies had a difficult task to find their way to keep employees and match their expectations with high standards IT industry and different outsourcing companies set in the labour market. On the other hand, in the last 2 years many layoffs and downsizing activities are recorded in different branches including IT sector. What we see now is a new movement and rebalancing of the workforce over different branches and significantly lower demand for new employment on the labour market followed by downsizing trends in automotive and connected industries.&nbsp;<h3>Which political or economic developments in your country/region are having the biggest impact on Executive Search right now?</h3> In Serbia we are facing a turbulent and completely unpredictable economic situation impacted, among other, by complex political environment. The significant part of Serbian citizens alongside students’ movement is on a task of rebuilding value system and ethical and moral principals throughout whole Serbian society. Businesses are trying to keep the level of operations alongside assessing their leadership, management structures and strategies concerning adaptability, efficiency and ability to align to fast changing environment and circumstances. Aligned with this, they are interested in exploring labour market and to get expert advice from their trusted HR partners. &nbsp;&nbsp;<h3>What leadership capabilities are most in demand in your market today — and how are they evolving? (What do clients expect from their leaders now vs. a few years ago?)</h3> We have been witnessing, for few years now, an era of removing strict boundaries and hard organizational structures. Authorities are set simply from expertise and knowledge a person is demonstrating, while old hierarchical structures are going to past. Organically leadership overtook more important role over a strict management processes. Modern companies are moving to more agile organizational structures which offer wider range of responsibilities, but also opportunities for cooperation, learning and development and more flexible and faster reaction to changes. Leaders for the future need to be versatile including people-centric approach, expertise and knowledge, combined with digital and AI literacy and awareness of global sustainability challenges. <h3>What is the biggest hiring or retention challenging your clients are facing at C-level? (Cultural shifts, competition, remote leadership, etc.)</h3>In C-level roles it is noticeable somewhat erratic movement. The trend for often job changes and constant search for better opportunities started with gen Z but fast spread across whole working population whereas significant percentage of C-level executives started exploring different new options. &nbsp;On the other hand, many companies sensed the need to bring strategical changes in employment structure aimed to make organization more agile, efficient and adaptable to unpredictable and fast changing environment. &nbsp;So, the task on both sides is not easy and in this processes HR experts are taking the crucial role to make good assessment of both companies’ and candidates’ needs and find a good match. &nbsp;&nbsp;<h3>Looking ahead: what do you believe will define successful Executive Search and leadership advisory in your country in the next 3 years?&nbsp;</h3> Expertise and knowledge combined with humanistic approach and reasonable portion of AI technologies and tools. During this turbulent period, we are noticing that many companies are looking for additional assessments and reliable solutions to secure decision-making process. Main differentiators are efficiency respecting quality of executive search processes, candidates experience and accessibility, overall expertise and market standing. In Serbia, similar to the global trend, many different options are available in the segment of executive search and external HR services while markets tend to be overwhelmed with different options. Having this in mind it is likely that in 3-5 years there will be better understanding of who can provide appropriate level and quality of the services. Learn more: <a href="https://www.hill-international.com/en-RS/contact-2">https://www.hill-international.com/en-RS/contact-2</a>&nbsp;

ENEX Partner Serbia, HILL International Serbia - 35 Years of Excellence: Blending innovation with a legacy of heritage

<figure id="figure-jz6s5k2dxmimtzj2t" class=""><img id="jz6s5k2dxmimtzj2t" src="https://cdn.durable.co/blocks/14W9FdGMc6Lq0byTqpndh5VYZ39imzYVXy3cGaaC7FOjInyz0osABCEN4KcXJpJF.jpg" alt="" title="" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/14W9FdGMc6Lq0byTqpndh5VYZ39imzYVXy3cGaaC7FOjInyz0osABCEN4KcXJpJF.jpg" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Founded in San Diego, California, and proudly serving both Latin American and U.S. markets, GOSECO Executive Search is a boutique leadership advisory firm with a sharp focus on results, values, and long-term partnerships. GOSECO supports companies in identifying, engaging, and retaining high-impact executives through executive search, talent mapping, succession planning, and leadership assessment services.With a deep understanding of cross-border dynamics and cultural complexity, GOSECO works across industries — particularly in manufacturing, logistics, technology, and consumer sectors. Their mission is to empower organizations with transformative leadership while staying grounded in ethics, transparency, and human connection. As a member of the ENEX Global Executive Search network, GOSECO brings global reach with a local heart.<h3>Mexico &amp; Latin America: Talent in Transition</h3>The executive labor market across Mexico and Latin America is entering a phase of accelerated transformation. According to GOSECO, demand remains high for bilingual, multicultural leaders, especially those with experience in digital transformation, operational excellence, and supply chain resilience. Top-tier talent is now more mobile, as hybrid and remote roles offered by regional and international firms have reshaped expectations. While leadership availability has improved since the pandemic, competition remains fierce in technology, consumer, and industrial markets.This evolving market is deeply influenced by political and economic transitions. The aftermath of Mexico’s recent presidential election and the ongoing developments around nearshoring, labor law reform, and national security are making organizations more cautious. Stability and continuity in senior leadership have become non-negotiable, especially as regulatory pressure increases, from ESG reporting to labor compliance. Compensation strategies are also shifting in response to inflation, currency volatility, and rising executive mobility across borders.In terms of leadership capabilities, the market is signaling a clear pivot: from operational managers to transformational leaders. Emotional intelligence, cross-cultural team management, and strategic foresight are no longer "nice to have". They are core requirements. Executives are now expected to lead change, manage complexity, and embed ESG thinking into their strategy. GOSECO emphasizes that the ability to influence without formal authority and inspire across regions is increasingly in demand.Among clients, one of the most prominent challenges is reconciling compensation with expectations around flexibility. While many C-level candidates expect hybrid models as standard, several firms, &nbsp;especially in traditional sectors, are still transitioning toward these practices. Moreover, the influx of U.S. recruiters into the Mexican market has created new mobility pressures. Cultural misalignment and succession planning gaps continue to pose challenges for retention, especially in legacy organizations.Looking forward, GOSECO believes the firms that will thrive in Executive Search are those that combine local knowledge with global insight — and go beyond recruitment. Clients want true partners: advisors who can guide them on leadership development, DEI, and culture transformation. Agility, data-driven assessment, and the courage to challenge traditional profiles will define the future. For GOSECO and ENEX, this is not a trend — it’s a strategic commitment. Learn more: <a href="https://www.gosecosearch.com/" data-mce-href="https://www.gosecosearch.com/">https://www.gosecosearch.com/</a>&nbsp;

GOSECO, Accredited Enex Partner Mexico and US - Rooted in trust. Focused on growth. Globally connected

<figure id="figure-lg5cmxkivmf10m0py" class=""><img id="lg5cmxkivmf10m0py" src="https://cdn.durable.co/blocks/24nkvetZX80LOZMZBvcnJ5u9br9OPbEjjuQ4uw55qYKf1vxHNGDgA6mbggv3eVBw.jpg" alt="" title="" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/24nkvetZX80LOZMZBvcnJ5u9br9OPbEjjuQ4uw55qYKf1vxHNGDgA6mbggv3eVBw.jpg" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>Since its founding in 1989, HILL International Hungary has been at the forefront of executive search and HR consulting, helping shape leadership in one of Central Europe’s most complex and fast-evolving economies. Based in Budapest, the firm combines strategic insight with psychological and organizational depth—supporting both Hungarian SMEs and multinational corporations across sectors like manufacturing, energy, life sciences, and IT.With a heritage of trust, professionalism, and long-term partnerships, HILL Hungary is not just filling roles. It’s helping businesses make future-proof leadership decisions.<h3>A Market in Motion: Selective Demand Meets Scarce Supply</h3>Hungary’s executive labor market remains active but increasingly selective. While economic sentiment has cooled slightly due to inflation and labor cost pressures, demand persists in sectors experiencing transformation—like logistics, digital, and energy.However, leadership availability is tight, especially for mid-sized firms that struggle to compete with large corporations or foreign-backed employers. Retention is a top priority. Companies are redesigning executive roles to offer broader responsibilities, flexibility, and more meaning—an approach aligned with the evolving expectations of top leadership talent.<h3>Political and Economic Headwinds</h3>Hungary is navigating a complex economic and geopolitical environment. Factors such as:<ul><li>National policy shifts</li><li>EU-related funding and regulatory updates</li><li>Inflation and energy costs</li><li>Ongoing regional instability due to the war in Ukraine&nbsp;</li></ul>… are prompting companies to restructure, reassess, and reinforce leadership teams. In such a climate, strategic leadership choices become business-critical, and executive search firms are trusted more than ever to deliver aligned, resilient, and future-ready talent.<h3>Leadership That Makes a Difference</h3>The most in-demand leaders in Hungary today are those who combine strategic vision with hands-on execution. There is growing demand for:<ul><li>Digital fluency</li><li>Resilience under pressure</li><li>Cross-functional experience</li><li>People-first leadership styles</li><li>Emotional intelligence and adaptability &nbsp;</li></ul>Gone are the days when expertise alone defined leadership potential. Now, value-based leadership and communication skills are just as essential.<h3>Bridging Generational and Cultural Expectations</h3>One of the most significant challenges for clients is navigating generational shifts in leadership. Many organizations are still led by “legacy leaders,” while the next generation brings new expectations: flatter hierarchies, autonomy, and purpose. This creates tension in hiring and retention.Today’s C-level candidates prioritize:<ul><li>Career meaning and cultural fit</li><li>Flexibility and hybrid work models</li><li>Global mobility and growth opportunities</li><li>A sense of alignment with company purpose</li></ul>Organizations that fail to meet these expectations risk losing top talent—not to competitors, but to different work cultures altogether.<h3>The Future of Executive Search in Hungary</h3>Looking ahead to 2025–2027, successful executive search will hinge on three key capabilities:<ul><li>Strategic advisory: Going beyond placements to support organizational development, succession planning, and culture shaping.</li><li>Data-driven insights: Leveraging tools like psychometrics and cultural fit assessments to improve accuracy and predict long-term success.</li><li>Human connection: Trust-building, empathy, and transparent communication will be the differentiators in a relationship-driven market like Hungary.</li></ul><blockquote>“Executive search in Hungary will be defined by depth—not speed. Our clients need partners, not just recruiters,” says the team at HILL Hungary. “It’s about engagement, understanding, and helping companies lead with confidence.”</blockquote> Learn more: <a href="https://www.hill-international.com/en-HU/" data-mce-href="https://www.hill-international.com/en-HU/">https://www.hill-international.com/en-HU/</a>&nbsp;

Steering Through Complexity: HILL Hungary’s Executive Search Approach in a Shifting Market

<figure id="figure-lg5cmxkivmf10m0py" class=""><img id="lg5cmxkivmf10m0py" src="https://cdn.durable.co/blocks/24nkvetZX80LOZMZBvcnJ5u9br9OPbEjjuQ4uw55qYKf1vxHNGDgA6mbggv3eVBw.jpg" alt="" title="" class="object-cover bg-gray-100 " style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/24nkvetZX80LOZMZBvcnJ5u9br9OPbEjjuQ4uw55qYKf1vxHNGDgA6mbggv3eVBw.jpg" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>As Poland’s economy continues to evolve within a complex European and global context, HILL International Poland remains a trusted executive search partner to companies navigating structural shifts, leadership succession, and changing workforce expectations.Based in Warsaw, HILL International Poland supports a wide spectrum of clients—from multinationals to growing mid-sized companies—offering services that go beyond recruitment. With a strong foundation in leadership consulting and candidate engagement, the firm is known for its pragmatic, people-centered approach to executive search.The local executive labor market is currently marked by caution and change. Executives, particularly those in stable roles, are more selective than ever before, often viewing change as a potential risk. At the same time, professionals exiting large corporations affected by flattening hierarchies are entering the market—creating a rare moment of opportunity for smaller or more agile companies to strengthen their leadership bench.Succession planning is emerging as a key concern, especially among owner-led businesses. As founders near retirement, the need for external leadership with the right mix of strategic vision and cultural alignment is growing. However, younger leaders are not always eager to step into high-responsibility roles, with many placing greater emphasis on work-life balance and personal wellbeing.The broader business environment in Poland continues to feel the effects of geopolitical turbulence, demographic change, and economic uncertainty. Periods of hesitation—prompted by elections, the pandemic, or the war in Ukraine—have typically been followed by bursts of hiring activity. Organizations are learning to adapt quickly, and executive hiring strategies must reflect that same resilience.Clients increasingly seek leaders who can navigate complexity with confidence. The ability to manage change, engage hybrid teams, and lead across generations is now fundamental. Emotional intelligence and stakeholder sensitivity are no longer ‘soft skills’—they are core leadership capabilities.Looking ahead, HILL International Poland anticipates growing demand for strategic search partnerships. As leadership roles become more demanding and more human-centered, organizations need advisors who understand not only the market, but the emotional and strategic weight of career decisions. The firm sees two moments as especially decisive in the search process: the initial outreach to engage candidates, and the final stages where counteroffers and competing priorities often arise. In both moments, candidate trust and advisory support are essential.With its deep local insight, consultative mindset, and commitment to long-term value, HILL International Poland is well positioned to guide both clients and candidates through today’s leadership transitions. In a market where stability is prized and expectations are high, the firm offers clarity, realism, and partnership.Learn more: <a href="https://www.hill-international.com/en-PL/" data-mce-selected="inline-boundary">https://www.hill-international.com/en-PL/&nbsp;﻿</a> &nbsp;

HILL International Poland: Executive Leadership in a Time of Transition

With more than three decades of experience, Mentorprise has earned a distinctive place in Belgium’s executive search and leadership advisory market. From C-level recruitment to in-depth assessments and executive coaching, Mentorprise is known for doing far more than filling roles—it develops leaders for the future.As the exclusive Belgian partner of the ENEX global network, Mentorprise connects local market depth with international reach, helping organizations unlock leadership potential that aligns with both strategic ambition and human values.A Mature Market in TransitionBelgium’s executive labor market is currently marked by polarities: while the demand for visionary leadership remains high, hiring is becoming more selective and strategic. Companies are no longer simply recruiting for experience—they’re looking for impact makers.Retention is a growing challenge, especially with increased executive mobility and evolving expectations around flexibility, culture, and meaning. At the same time, the leadership pipeline is tightening: seasoned leaders are retiring, and successors are often underprepared for the complexities of hybrid leadership, ESG transformation, and cross-border decision-making.In this context, Mentorprise plays a pivotal role, offering executive assessments, coaching journeys, and leadership development programs that ensure sustainable fit and future readiness.The Modern Leader: From Authority to AuthenticityLeadership in Belgium has undergone a quiet but significant evolution. Technical expertise and operational excellence remain important—but they are no longer sufficient. Today’s most sought-after leaders combine emotional intelligence, strategic agility, and human-centered communication.The shift is clear: from command-and-control to collaborative leadership; from hierarchy to horizontal influence; from profit-only to value- and purpose-driven thinking. Through its coaching and leadership diagnostics, Mentorprise helps both organizations and individuals embrace this new paradigm. Hiring at the Top: Culture as the Key BattlegroundAt C-level, fit matters more than ever. Belgium’s multilingual, multicultural fabric means that cultural agility and stakeholder alignment are critical success factors. The biggest hiring risk today? Appointing technically strong leaders who fail to resonate with teams, clients, or the company’s ethos.Remote and hybrid leadership models further complicate onboarding and integration, making structured onboarding and executive coaching essential tools for success. Services where Mentorprise leads the way. Looking Ahead: The Integrated Advisory ApproachThe future of executive search in Belgium will be defined by integration. Companies will no longer accept transactional recruitment models. They will look for strategic advisory partners who combine talent acquisition with diagnostics, coaching, team development, and succession planning.Mentorprise is already there. With its Leadership Focused philosophy, its advanced assessment methodology, and decades of trust-based partnerships, Mentorprise isn’t just filling leadership roles. It is shaping Belgium’s leadership future.Learn more at <a href="http://www.mentorprise.be">www.mentorprise.be</a>

Mentorprise: 30 Years of Shaping Belgium’s Leadership Landscape

As Psicotec celebrates its 40th anniversary in 2025, the firm reflects on four decades of helping organizations attract, assess, and develop senior leadership talent across Spain, Portugal, and beyond. Rooted in integrity, innovation, and long-term partnerships, Psicotec continues to evolve in step with the increasingly complex demands of executive hiring.Today, the executive talent market in Spain is notably candidate-driven. While companies remain selective, executives are actively seeking roles that align with their personal values and leadership philosophies. Cultural alignment, organizational purpose, and ESG commitment are fast becoming essential criteria for top talent—sometimes even outweighing compensation in importance.This transformation is further fueled by a rapidly shifting political and economic landscape. Spain’s business environment is shaped by European Union policy—especially green and digital transitions—as well as local labor reforms, inflationary pressures, and geopolitical shifts. These factors demand a new kind of executive: one with strategic adaptability, emotional intelligence, and the capacity to lead through uncertainty."Leaders today must balance innovation with cohesion," Psicotec observes. “They need to foster inclusive, purpose-driven cultures while driving transformation and engaging complex ecosystems.”C-level hiring has become increasingly nuanced. Organizations must not only identify technically capable candidates but also those deeply aligned with their values. Retention challenges often arise when executives lack strategic clarity or find their roles disconnected from their personal missions. The most effective retention levers now include authentic leadership cultures, transparency, and meaningful professional growth.Looking ahead, Psicotec believes the future of executive search lies in blending strategic advisory with human insight and digital precision. The most impactful firms will not just fill roles—they will guide clients in navigating talent trends, building agile leadership pipelines, and embedding resilience into their executive teams.In a market where leadership makes the difference, Psicotec continues to be a trusted partner—combining four decades of experience with forward-thinking solutions that meet the challenges of tomorrow. Learn more about Psicotec at <a href="https://www.psicotec.com/en/" data-mce-href="https://www.psicotec.com/en/">https://www.psicotec.com/en/﻿</a>

Blog

ENEX Partner Serbia, HILL International Serbia - 35 Years...

GOSECO, Accredited Enex Partner Mexico and US - Rooted in...

Steering Through Complexity: HILL Hungary’s Executive Sea...

HILL International Poland: Executive Leadership in a Time...

Mentorprise: 30 Years of Shaping Belgium’s Leadership Lan...

Purpose-Driven Leadership in a Transforming Market: Insig...