By Annabel Weeden, Partner at bpe search
In executive search, we are often presented with briefs that prioritise energy. It is a word that sounds positive, yet I often have to pause and challenge what it really signifies. In many cases, it is a veiled request for a younger candidate, a form of unconscious bias that suggests drive and dynamism are the exclusive preserve of those earlier in their careers.
As I begin my journey with bpe search, I want to continue advocating for something I have always believed deeply, and those who have worked with me over the years will know this is not a new conversation.
Energy isn’t just about age; it’s about engagement, curiosity and a genuine hunger to keep learning. For me, these are the qualities that really make an exceptional leadership candidate stand out. True leadership value is often found in the “lived experience” alongside the pragmatism that only comes from navigating multiple market cycles.
Beyond the “Potential” Trap
There is a growing trend towards hiring for "potential", but potential is a theoretical concept. In contrast, “pattern recognition” is a tangible asset. When you have lived through economic recessions, geopolitical shifts, or complex organisational restructures, you bring a unique and highly valuable pragmatism to the boardroom.
A more experienced leader is less likely to show visible panic or signs of stress when the market shifts because they have ‘seen the movie’ before. They provide the emotional maturity and steadiness required to reassure the less experienced and hold a business together. While a less experienced leader might offer speed, a seasoned professional offers the judgment to ensure that speed is directed toward the right goals.
The Power of Intergenerational Teams
Diversity is about so much more than simply checking boxes; it is about building a team where different strengths compound one another. Investors are increasingly recognising that age diversity is a critical component of risk management and a vital ingredient in the strategic growth plan of any business.
A truly future-ready leadership team relies on balance:
Innovation and creativity: Members who bring digital fluency and fresh disruption.
Foundational Wisdom: Seasoned executives who provide the stability and lived experience to craft that innovation into long-term success.
By being open-minded and receptive to how these generations work together, businesses can achieve a higher level of performance versus their peer groups that are more one-dimensional and simply cannot replicate the same results
Challenging the “Number of Years” Rule
One of the most arbitrary hurdles in leadership hiring is the “number of years of service” requirement. I’ve often found the idea of needing exactly ten or fifteen years of experience to be bordering on the ridiculous.
What matters isn’t the length of time, but the depth of the experience. A leader who has spent thirty years “doing a ton of other stuff” brings a foundational value that can’t be measured by a simple date on a CV. We should be assessing candidates based on their agility and the relevance of their journey, not an arbitrary timeline.
A Message to the Market’s Seasoned Leaders
If you feel the market is currently looking past you, my advice is to keep your resilience up. Don’t let the conversation shifting elsewhere take the edge off your curiosity or your hunger to learn. In fact, lean into that curiosity; it’s one of the most powerful tools a leader can have. The willingness to ask questions, to stay open, and to keep evolving is what separates good leaders from the exceptional ones.
Your judgment is your greatest asset. Be the person in the room with the most desire to learn, the one who combines decades of wisdom with a relentless drive to understand what’s coming next. In an unpredictable world, that combination is exactly what the modern board needs.
Joining bpe search
My move to bpe search was driven by a genuine alignment of values. After working for myself for a couple of years, I’m excited to be back in a team environment where I can be my authentic self while doing the job well.
I’ve reflected on what it means to be brave and challenging in this industry. When I stepped out into the market to run my own business, I nailed my colours to the mast in terms of talking about prevalent ageism in the market. But do I regret that period? Not at all, and I will continue to champion looking at all ages, all backgrounds, and all untapped corners of the market to find the right leaders for clients.
bpe search isn’t afraid to have difficult conversations with clients about bias or the true definition of value. We share a commitment to being true to who we are, doing the job well, and focusing on long-term relationships rather than quick wins. The team at bpe search cares about the outcomes, both for clients and candidates, and that makes it an exciting place to work.
To discuss how we can help you build an intergenerational leadership team, please get in touch with Annabel Weeden at bpe search.
