The old "find and place" model is obsolete. A new global survey from Kestria confirms that while 95% of search firms use AI, the real value has shifted from process to human judgment.
The proof?
Boards are demanding strategic advisory for their two most critical moments: organizational transformation and their leadership succession.
In these situations, a mis-hire is not just a mistake; it's a potential catastrophe.
In the fast-paced markets of Thailand and Asia, this is not a future trend; it's the current reality. I see this clearly in my work at Tom Sorensen |NPAworldwide.
Boards here don't need another list of candidates. They need a trusted partner to de-risk their most important leadership decisions.
The question is no longer "who's available?" but "who can navigate the uncertainty of our specific market?"
The executive search market is splitting in two:
1. Commoditized list-builders
2. Genuine strategic advisors
AI can generate names, but it cannot assess cultural fit or future-readiness.
That's where the real work is done by the Thailand-based and most-recognized headhunter in the country, Tom Sorensen. Is your hiring process designed to simply find a candidate, or is it built to mitigate leadership risk?