Navigating Change: Executive Hiring Trends Across EMEA’s Industrial Landscape in 2025

Conversations with senior leaders across manufacturing, infrastructure and engineering sectors reveal a shared sentiment: leadership is no longer about status; it’s about strategic adaptability and purposeful reinvention.

Once-considered bastions of stability, industrial organisations are now undergoing fundamental shifts in how they define, attract and retain executive talent. As these leaders grapple with macroeconomic headwinds, digital acceleration and evolving stakeholder expectations, a new executive profile is emerging – one that prizes resilience, agility and vision over tenure or title.

The Era of Unplanned Succession

One of the most visible changes in executive hiring has been the uptick in unplanned leadership transitions. Major European industrial firms, from capital goods manufacturers to logistics giants, have implemented sweeping restructuring measures in response to shareholder pressure and uncertain global demand. Executive roles – long considered protected – are now among the first to be re-evaluated.

Holcim has been streamlining its European operations, reshaping its management structure, consolidating divisions and announcing a leaner executive committee as part of what it terms the “Leadership Journey”.

“There’s no longer a premium on longevity,” said a Chief HR Officer at a leading DACH-based industrial firm. “Boards want impact in the first 12 months, not five-year loyalty plans.”

According to the European Institute for Corporate Governance, 28% of companies listed on major European indices have reduced their top leadership headcount since 2022, signalling a fundamental realignment of corporate hierarchies.

Tata Steel, Schaeffler, ALSTOM, Sandvik and Continental are among those trimming thousands of roles in response to weakening demand and geopolitical pressures. Such drastic measures almost invariably involve C‑suite realignment and leadership transitions.

These changes exemplify the “unplanned succession” theme in industrial leadership and executive hiring: Industrials businesses are actively refreshing their executive bench with leaders skilled in digital, global, and purpose-driven strategies.

This “flattening” of the executive structure is less about austerity and more about adaptability. Boards are prioritising leaders who can:

• Navigate ambiguity
• Deliver rapid transformation
• Align with ESG and digital imperatives

Leadership Reimagined: From Linear Progression to Purposeful Reinvention

A generational shift in leadership expectations is also taking hold. Today’s executive is increasingly driven by purpose over progression. Many are opting for portfolio careers, blending advisory roles, independent consulting, entrepreneurial ventures and ESG-focused initiatives.

This mindset shift is being recognised and rewarded. Deloitte Luxembourg’s 2024 Executive Resilience Report found that 78% of leaders who underwent a career pivot reported stronger emotional intelligence and clearer purpose, qualities now seen as boardroom essentials.

“Career transitions used to be seen as instability,” the Managing Director of a Southern European infrastructure group recently stated. “Now they’re a sign of range, agility and growth.”

Executives who have navigated multiple sectors or led through crisis bring not only operational knowledge but also an ability to influence and inspire in uncertain environments. This adaptability is being seen less as a ‘nice to have’ and more as a core leadership competency.

EMEA Market Nuances: Local Pressures, Global Expectations

While the overarching executive hiring trends are clear, the industrial leadership landscape across EMEA is far from uniform.

• DACH Region: An ageing leadership population and slower succession planning are creating urgency for mid-career executives with international exposure.
• Middle East: Government-led localisation initiatives are creating demand for culturally agile leaders who can bridge global standards with national priorities.
• Southern Europe: Industrial firms are hiring turnaround specialists, often with private equity backgrounds, to lead digital and operational transformations.
• UK & Nordics: ESG-aligned growth, regulatory complexity and investor activism are reshaping executive requirements – particularly for supply chain and operations leaders.

Cross-border executive hiring is growing, but with sharper expectations around cultural fluency, stakeholder management and speed of execution.

Strategic Executive Hiring in the Face of Ambiguity

As identified in IEDP’s “10 Challenges of Senior Leadership,” ambiguity is now a constant. Long-term industrial planning must co-exist with rapid decision-making and digital experimentation. As such, hiring strategies are shifting from pedigree-based filtering to behavioural assessment and leadership potential analysis.

Rather than asking, “Who’s done this before?”, boards are increasingly asking, “Who can do this next?”

There are also high-profile Board changes across the sector, highlighting a shift toward leaders skilled in sustainability, digitalisation and transformation – rather than traditional industry backgrounds.

More recently, there have been companies who have appointed new Presidents & CEOs, in unplanned transitions following departures of senior leaders – demonstrating a move toward agile and cross-sector leadership.

Conclusion: The New Executive Playbook

The industrial markets across EMEA are standing at a critical inflection point. Leadership, once defined by continuity and control, is being redefined by flexibility, authenticity and impact.

Organisations that succeed in this next phase will be those that embrace a more dynamic approach to leadership, valuing lived experience over linear careers and prioritising personal reinvention over positional authority.

At Proco Group, we partner with industrial businesses across the EMEA region to connect them with transformative executive talent – leaders who not only understand complexity but thrive in it. Our global network, deep sector expertise and data-led approach to executive search mean we don’t just find candidates; we identify leaders who align with your future strategy, cultural priorities and pace of change.

Whether you’re navigating a succession challenge, restructuring for growth or seeking to future-proof your leadership team, Proco Group offers the insight and access needed to build enduring leadership capability in today’s ever-shifting market.

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About the Author

Julia Murphy

Associate Partner | Industrial Markets | EMEA

T: +12 7303 2695 E: julia.murphy@weareprocogroup.com

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