The Truth About Executive Hiring: Networks, Timing, and the Hidden Job Market

Senior leadership positions in the workplace have long been associated with stability, influence, and financial reward. However, new research reveals that behind the job titles and compensation packages, many C-suite executives are quietly questioning their next move and facing a US job market that feels increasingly challenging.

In fact, two-fifths (38%) of executives and aspiring C-suite leaders say that they have often considered leaving their role in the past 12 months, including nearly one in five (19%) who admit they think about it very often. A further 27% have considered it sometimes, highlighting that uncertainty and restlessness are now the norm rather than the exception at the top.

Senior Leaders Prioritizing Work-Life Balance 

The motivations behind these exit considerations challenge the assumption that senior leaders are solely driven by pay. While compensation still matters, the dominant pressures for today’s C-suite executives are both more human and complex.

A third (32%) of senior professionals cite the desire for a better work-life balance as their primary reason for wanting to leave, followed closely by limited growth opportunities (28%). Burnout, stress, and the need for promotion round out the top three motivations, affecting a quarter (25%) of leaders overall.

The research also found some gender disparities. Male executives are more likely to be affected by limited progression opportunities (31% vs. 20% of women), while women are more likely to cite burnout or stress as a driver (29% vs. 23% of men). Meanwhile, unrealistic expectations or pressure from boards and investors disproportionately affect male leaders, with almost double the number of men (11%) citing this compared to women (6%).

Executives are Actively Applying

Despite the perceived risks of moving at senior level, many leaders are already on the hunt for their next role. Over a third (34%) of C-suite professionals are actively applying for new roles and networking regularly, while another half are either open to the right opportunity (25%) or exploring options as they arise (26%). The data revealed that only 11% say they are not searching at all.

Men are significantly more likely to be actively applying for roles than women (38% vs. 25%), reinforcing broader gender disparities in confidence, access, and visibility within executive hiring.

The Golden Handcuffs Effect

Unsurprisingly, financial incentives remain a powerful retention tool for senior leadership roles. Almost two-fifths (37%) of executives say their compensation structures such as bonuses, equity, or pensions are the main reason they stay in their role, with a further 37% saying these incentives play an important (but not exclusive) role.

Beyond pay, other non-financial ties often make leaving a C-suite position difficult. Work-life balance perks (39%), loyalty to the company (38%), and established internal networks (35%) are the most common. Notably, male executives are almost twice as likely as women to say professional relationships within the organization make it harder to leave (41% vs. 23%), underscoring different experiences of inclusion and influence at the top.

Contractual Barriers and Long Timelines are Proving Challenging

For many senior leaders, the challenge isn’t just deciding to leave, it’s navigating the barriers that follow. Confidentiality restrictions (25%), golden handcuffs (24%), and clawback clauses (20%) were found to be among the biggest obstacles preventing executives from changing roles. Golden handcuffs, in particular, are cited by more than twice as many men as women (30% vs. 12%).

These barriers all contribute to long job search timelines for executives. Over a third of executives (31%) believe it would take three to six months to secure a new role, while almost one in ten (9%) expect the process to take over a year. In a market where reputation and timing are critical, these delays can feel especially risky.

Executives Face a Hidden and Competitive Job Market

Executive hiring remains largely invisible. Only a quarter of senior leaders (24%) believe that more than 50% executive roles are publicly advertised. As many as a fifth of C-suite executives (21%) believe that less than 10% of roles are publicly advertised. This lack of transparency is compounded by heavy reliance on networks: 30% found their most recent role through personal or professional connections, and more than half (55%) expect to use their network again for their next move.

Perceptions of transparency vary sharply by gender. While most men believe executive hiring processes are transparent, nearly a third of women say they are not, once again highlighting a persistent confidence and access gap at senior levels.

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Confidence, Competition, and Scarcity

Despite widespread movement, confidence is unevenly distributed amongst the senior leaders. While most executives feel confident about securing another role, women are twice as likely as men to lack confidence in landing a position at their target level (18% vs. 8%). At the same time, many leaders believe the opportunity pool is shrinking: 22% think fewer than five realistic roles exist annually at their level, and over three-quarters (78%) believe the market has become more competitive in the past two years.

When thinking about their next role, executives are rethinking their priorities. Work-life balance now outranks compensation for many, while job security and stability, especially among women, are rising sharply in importance.

Navigating Executive Transitions with Confidence

For senior leaders, the modern job market is no longer just about prestige or pay. It’s about visibility, timing, confidentiality, and positioning yourself effectively in a competitive, largely hidden landscape. That’s why having a proactive, executive-focused strategy matters more than ever.

TopResume’s GetHiredNow for Executives is designed specifically for director-level and C-suite professionals navigating these exact challenges. From confidential job search support and executive-level personal branding to strategic positioning for unadvertised roles, the service helps leaders take control of their next move, without risking their current one. In a market where opportunities are scarce and stakes are high, the right strategy can make all the difference.

What We Did

This survey was commissioned by TopResume and conducted by OnePoll in November 2025. The study included 500 current and aspiring C-suite executives across industries, examining their experiences, challenges, and strategies in today's executive job market.