In recent years, there’s been a noticeable shift in how candidates approach job opportunities. They’re now prioritising a broader set of factors beyond just compensation, including employee culture, their potential role within the organisation, and the meaning they find in their work. This evolution in expectations is particularly evident in the startup ecosystem, which has compelled companies to adapt. However, the narrative shifts when it comes to senior-level positions. All Things Talent spoke to Naveen Tiwari, Co-Founder of Scrabble Inc. to gauge the changing landscape of senior leadership in startups. Naveen emphasises that candidates at this level not only seek attractive salaries but also meaningful equity or ESOPs as an integral part of their compensation packages.
Employees Want to Know Where the Company is Headed
For senior-level candidates, the opportunity for professional growth within the company and the long-term potential of the business are more important than ever. Naveen highlights that as companies grow, executives are increasingly seeking roles where their contribution can drive substantial impact. This shift reflects a growing trend in which professionals care deeply about where the company is headed and how their contributions align with that vision.
As organisations evolve, leadership styles have also undergone a radical transformation. Naveen points out that leadership in startups is becoming more collaborative and less hierarchical. They don't want to commit the same mistakes their bosses made.
"Many senior leaders, especially those from co-founding backgrounds, are adopting a more empathetic approach to leadership, moving away from the traditional authoritative models that were often associated with micromanagement. This evolution in leadership reflects a larger trend towards inclusivity and employee engagement in decision-making processes," adds Naveen.
Leaders's Connect with Teams is a Success Story in the Making
Empathy and emotional intelligence have become essential traits for today’s leaders. Naveen underscores that leaders who can connect with their teams on an emotional level and navigate difficult situations with understanding are more likely to succeed. This is especially true in the startup environment, where the pace is fast and the stakes are high. However, while large organisations have made strides in inclusive hiring, Naveen acknowledges that it remains a challenge for startups, which often face resource constraints but are slowly moving toward more inclusive leadership.
The Shift Toward Younger Leadership in Senior Roles
A notable trend in senior leadership hiring is the increasing preference for younger leaders with energy, adaptability, and hunger for growth. Naveen adds, “Senior candidates with decades of experience are becoming more challenging to place in senior roles, as companies are increasingly looking for leaders who can bring fresh perspectives and are willing to embrace the fast-paced nature of startups.”
This shift is reflected in larger companies, such as Flipkart, which is hiring younger leadership to drive innovation and agility. Naveen predicts that this trend will continue, particularly as startups look to scale and need leadership that can keep up with rapid growth.
Human Behaviour Challenges the Recruitment Rulebook
One of the biggest challenges Naveen faces in his line of work is the unpredictable nature of human behaviour. Candidates may accept offers and then back out at the last minute, or companies may retract offers, leaving recruiters scrambling. This fluidity in decision-making makes recruitment particularly challenging and requires a high level of adaptability. Naveen mentions that despite the technical advances in recruitment tools, human behaviour remains a central factor that adds complexity to the process. "This constant unpredictability forces recruiters to be agile and responsive, ensuring that they can pivot quickly and find solutions when candidates or companies change course unexpectedly."
Growth Sectors: Healthcare, Fintech, GCCs to Lead the High Demand for Talent
Looking forward, Naveen identifies several sectors that will see significant growth in talent demand. He mentions that consumer businesses will continue to experience strong hiring activity due to evolving consumption patterns, with health tech, fintech, and other digitally-driven industries seeing high demand. Healthcare, too, is an area seeing innovation, particularly in diagnostics, preventive care, and nutrition. Naveen also highlights the skill gaps in emerging fields like AI and machine learning. Despite growing demand, the supply of qualified professionals in these areas is limited, and organizations are struggling to find talent. He anticipates that this gap will slowly be addressed as universities and upskilling platforms begin to focus more on these areas.
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Recruitment’s Future: How Automation and Strategic Advisory Will Shape the Industry?
Looking at the future of recruitment, Naveen believes that automation will become a key player in the industry, but not in a way that will replace recruiters. Rather, automation will assist recruiters in managing large volumes of data and candidate pipelines more efficiently. This will free up recruiters to focus on the more nuanced aspects of their work, such as advising companies on hiring decisions and developing long-term talent strategies.
Recruitment firms need to position themselves as strategic advisors rather than just service providers. "As the industry matures, recruitment agencies will gain the recognition they deserve, similar to management consulting firms like McKinsey or Deloitte," believes Naveen.
