This report tracks movement across the UK executive search industry, built from our placement data, candidate conversations, and network intelligence gathered throughout 2025 and into 2026.

The search industry has always had high internal mobility. But the patterns we're seeing in 2026 are more pronounced than in previous years, driven by a combination of comp pressure, remote work normalisation, and the continued growth of boutique and specialist firms at the expense of generalist players.

Where people are moving to

Boutique specialist firms continue to attract talent from larger generalist practices: the appeal of a narrower focus, stronger brand per desk, and better comp structures at senior levels
In-house talent acquisition roles remain a significant draw for researchers and delivery consultants at the 2–4 year mark, particularly at well-funded scale-ups offering equity
US-based and US-backed firms entering the UK market are creating genuine competition for senior consultants and principals, typically offering 15–25% comp premiums
A notable trend of experienced consultants going independent, particularly in financial services and legal search where client relationships are portable

Why people are leaving

Comp misalignment is the most cited reason, particularly where base has not kept pace with market but OTE is being used to mask it
Lack of progression transparency: consultants in the 3–5 year range who cannot see a clear path to principal or partner are increasingly open to moves
Culture and leadership: post-pandemic expectations around management style and autonomy have shifted significantly, and firms that haven't adapted are seeing higher voluntary attrition
Burnout at the researcher and delivery level: high volume, under-resourced teams, and limited career development are the primary drivers of early attrition

Retention benchmarks

Average tenure at researcher / delivery level: 14–18 months before first move
Average tenure at consultant level: 2.5–3.5 years before active consideration of alternatives
Senior consultants and principals: longer tenure but higher value when they do move (counter-offers common and often successful short-term)

What retains people

Equity or profit share schemes: increasingly expected at principal level and above
Clear, written progression frameworks, not informal promises
Strong desk performance: people stay when they're billing well and feel commercially successful
Quality of leadership and genuine investment in development at the junior level

Our view

The firms winning the talent war in 2026 are the ones that have treated their own hiring with the same rigour they apply to client mandates. That means competitive comp, genuine career architecture, and a culture people want to stay in, not just join.

If you're hiring into your search firm and want to discuss the market in more detail, contact Anthony at anthony@timberseed.com.

Executive Search: Movers & Leavers Report 2026

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