Right now, the HR job market feels counterintuitive. On one hand, there’s a surge of available talent. On the other, businesses are still struggling to make the right hire—especially when it comes to roles linked to HR transformation and organisational development.
Hiring briefs are narrowing. Expectations are rising. Decision-making is stalling. And despite the illusion of plenty, the reality is: the best HR leaders—the ones who drive workforce transformation, not just maintain BAU—aren’t applying.
The Best HR Leaders Are Rarely on the Market
The top 5–10% of HR leaders aren’t uploading CVs to job boards or responding to cold InMails. They’re embedded in complex change management roles, partnering with CEOs, steering businesses through ambiguity, and defining what the future of work looks like.
They’re not passive—but they are precise. And they’re open—if the opportunity is credible, strategic, and lands at the right time.
That’s where most hiring processes fall short.
The Problem With ‘Safe’ Briefs
In today’s high-stakes environment, it’s tempting to play it safe. To ask for someone who’s “done this exact thing in our exact sector” and has held a change manager role before.
But that rarely leads to the best outcome. It leads to the most obvious one.
By focusing too heavily on experience over potential—and on familiarity over fit—businesses risk missing out on the bold thinkers, the change agents, the HR leaders who stretch the brief and bring transformative value.
Why ‘What Good Looks Like’ Has Changed
With so many HR professionals available, the challenge isn’t availability—it’s clarity. It’s understanding what “good” looks like in the context of HR transformation. And what your business truly needs to evolve.
At Re:find, we help clients cut through the noise by asking the right questions:
- What does success actually look like in this role?
- Where are we in our organisational development journey?
- Who will drive—not derail—our change agenda?
That’s what guides the search, not just a recycled job description.
What We Do Differently at Re:find
We don’t just fill roles. We help businesses design a recruitment process that identifies the people capable of leading transformational change in ambiguous, political, or dysfunctional environments. Here’s how:
1. Market-Led Advisory
We’re in ongoing conversations with senior HR leaders—not just those who are available, but those who are delivering impact in workforce transformation projects across industries.
2. Clarity-Led Briefing
We dig deeper. We challenge assumptions. We help you redefine the brief to attract strategic operators, not just safe pairs of hands.
3. Nuance-Driven Shortlists
90% of our placements come from our network—not job ads. This means you’re seeing candidates who aren’t active but are deeply relevant.
4. Speed Without Compromise
Our average time-to-hire is 40% faster than traditional retained search. Because we know this space—and we don’t waste time.
Real Results from Strategic Hires
A recent example: a senior HR leader driving integration during a high-profile M&A. Not on the market. Not searching. But the right conversation, positioned with credibility and context, turned into a move that transformed both their career and our client’s HR transformation journey.
This is modern hiring: nuanced, informed, and rooted in understanding.
If You’re Serious About Hiring Right
You don’t need 20 CVs. You need the candidate.
Partner with someone who:
- Understands the nuance of change management roles
- Can challenge and refine the brief
- Is focused on long-term impact, not just placement
Talk to us about your next leadership hire really needs to look like.
