Comparative Dipstick report on Tech & Non- Tech & Non-Tech C-Suite Movements

Report based on analysis of 200 C-Suite Movements since January 2021

Financial Year 2020-2021 was an unprecedented year for Talent Movements and Talent Pipelines at enterprises of all types and sizes. Owing to the Lockdown shock, Recruitment action slowed down to a near pause by end of Q1 of the FY. The recovery thereafter was steep on both volume and velocity of hiring due to the release of pent-up demand. Despite registering an overall V-Shaped recovery, the year progressed through a series of cautious cyclical peaks and troughs. The cyclical peaks work as the new norm for a highly elastic talent acquisition space that is attuned to the changing parameters of infections and recovery.

As enterprises resumed hiring, the focus was largely on re-filling the low and mid-layers of the organogram for greater part of the FY. Leadership hiring peaked late in Q3 and Q4 saw the onboarding announcements. Enterprise hiring shifts aside, Senior Talent and the C-Suite pool also played their job change cards cautiously through the year. But do they all have the same game? We ventured out to study 200 recent C-Suite movements to check if different C-Suites have different playbooks for job switches?

Do Tech & Non-Tech C-Suite movements notably different in their pace, strategy, and triggers to move? Apart from the Functional differences, do these 2 pools of Senior Talent think and approach job changes differently? Are there notable differences in demographics and pedigrees of these 2 groups when it comes to making career movements?

First published on Jun 25, 2021

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