Executive search firms still needed for C-suite search even as AI reshapes hiring

[SINGAPORE] Artificial intelligence is reshaping Singapore’s recruitment landscape as organisations adopt AI-powered tools to streamline hiring processes and identify candidates more efficiently. Yet, for senior-level roles, organisations continue to rely on the expertise and networks of executive search firms.

According to LinkedIn Singapore, around seven in 10 recruiters in the Republic plan to increase their use of AI for pre-screening interviews in 2026, with a similar proportion expecting AI to play a bigger role in sourcing top candidates.

Ruchee Anand, vice-president of LinkedIn talent solutions for Asia-Pacific, said that AI can identify “hidden-gem candidates” whose skills may otherwise be overlooked.

“AI automates repetitive tasks, allowing recruiters to review 81 per cent fewer profiles and save an average of 1.5 hours per role,” Anand added. She noted that this allows recruiters to focus on “higher-value work like engaging candidates and advising hiring managers”.

Banks increasingly adopt AI for recruitment

Banks are among the organisations integrating AI into their recruitment processes.

Dean Tong, head of group human resources at UOB, said that AI improves sourcing efficiency by allowing talent acquisition teams to identify and engage candidates more directly. He added that AI is expected to “increasingly augment” how talent is assessed.

A DBS spokesperson noted that generative AI helps the bank “analyse and match candidates’ skills, experience and potential with role requirements”.

However, AI adoption has placed pressure on some traditional HR consultancies, which primarily support companies’ by recruiting talent across a wide range of roles. This is distinct from executive search firms that specialise in senior leadership and C-suite appointments.

Prospect Resourcing, an international talent consultancy focused on the PR and communications industry, recently closed its recruitment services division in Asia, citing changes in regional hiring practices.

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Emma Dale, co-founder and managing director for Asia at Prospect, said that the move reflects how many organisations are now hiring directly, using online platforms and AI-driven tools.

Executive search remains key for senior roles

Despite AI’s growing capabilities, executive search firms remain indispensable for senior level hiring.

Tong pointed out that UOB continues to engage executive search firms for “critical hires”, as they provide access to networks and candidates that direct sourcing may not reach.

Shalynn Ler, managing director at Sydney executive search firm Ethos BeathChapman, said that executive search goes beyond matching credentials on paper. Ler explained that executive search is about understanding leadership, company politics, business needs, succession plans and how a company works. She added that these insights come from years of experience, connections and market knowledge, which AI cannot easily replicate.

Ethos BeathChapman has offices across Asia including Singapore, and has placed over 400 executive in 2025 across sectors including legal, banking and finance, insurance and technology.

Human judgment still matters

For senior level searches, the focus is on evaluating whether a candidate can lead the organisation forward and guide it through its next phase of growth or transformation. “AI can handle much of the groundwork. But judgment still sits with people,” Ler said.

Leadership advisory firm Heidrick & Struggles highlighted the value of human judgment.

Wu Jiat-Hui, partner-in-charge of its Singapore office, said clients continue to engage executive search firms for their industry knowledge, network of senior leaders and “outside-in perspective” on what top talent looks like in the market.

Even as AI reduces manual work and streamlines candidate sourcing, the nuanced and relationship-driven work of executive search firms remains crucial in securing top leadership talent in Singapore.