by Caitlin Cassidy, Vice President

Private equity firms live and die by the speed of their decisions, and nothing is more consequential than getting the right executives in place after a merger or acquisition. And yet, according to a recent survey from AlixPartners, 67% of PE investors cite talent recruitment as their primary hurdle. Most firms simply aren't built internally to hire at the speed the business demands, and that gap quietly kills value creation before it ever gets started.

The March 2026 Employment Situation report from the Bureau of Labor Statistics reflects a labor market that remains relatively stable, with unemployment edging down to 4.3%.

Beneath the headline numbers, sector-level hiring tells a more important story. Healthcare added 76,400 jobs in March, while manufacturing showed uneven but meaningful movement. Durable goods added 15,000 jobs, including gains in transportation equipment (+6,500) and fabricated metal products (+5,200), even as chemicals (-5,200) and furniture (-2,000) declined.

by Ted Stiles, Partner

I recently had a client that was hiring for a Director of Lean position. We went to work and lined up several interested individuals who all had classic backgrounds including pedigree training, 10-plus years in dedicated Lean positions and appropriate production environment histories (assembly, long lead times, low volume/high mix, etc.). 

by Caitlin Cassidy, Vice President

The CEO knew every player in the market, so why did their VP search still fall short?

Attracting top talent in today’s competitive market requires more than just a compelling job description. Candidates are increasingly discerning, seeking transparency, growth opportunities and alignment with organizational values before making career moves.

Stiles Associates, the leading executive search firm for Operations and Transformation leadership, is proud to announce the release of the 2025 Compensation Report.

Every year, the team at Stiles Associates successfully places A-level leaders into critical roles throughout the nation. At the end of each year, we compile and share the details of real compensation packages from a broad selection of searches, offering the most current salary, bonus and equity figures available in the market. This information proves invaluable for both companies and candidates, giving them up-to-the-minute insight into the current hiring trends across various industries.

As we enter 2026, I want to take a moment to reflect as each year brings its own sets of challenges and opportunities. Last year was no different.

Lean transformation roles are surging in Q4 2025.

According to recent LinkedIn data, demand for candidates with Lean skills and experience has increased by 25% late in 2025 – a clear sign that organizations are now prioritizing transformation talent to navigate today’s challenges.

This data confirms what we’ve been hearing in conversations with our clients and candidates as Operations leaders face increased margin pressures.

This year, the CEO’s chair has become the hottest seat in the boardroom – and the most frequently vacated.

So much so, that according to Bloomberg reporter Matthew Boyle, 2025 is on pace for a record number of CEO departures. The financial costs for these events can be astronomical, which don’t even include the significant disruption and culture hit that sends shockwaves through the entire organization.

AI is rapidly transforming recruiting.

According to the World Economic Forum, more than 90% of companies use AI for candidate screening. These new tools have seamlessly integrated themselves into applicant tracking systems (ATS), allowing hiring managers to only view a handful out of the hundreds or thousands of AI pre-screened candidates.