They’re not browsing job boards. They’re not polishing their resumes. They’re deep in the business of leading. But they are listening for the right opportunity, at the right moment, delivered by someone they trust.
Just last month, I met with the CEO of a Thai conglomerate who’d been searching for a Group head of finance. ‘We’ve seen good candidates,’ he said. ‘Smart, experienced. But none of them feel like the right fit. It’s as if we’re hiring for what’s on paper, not what’s needed tomorrow.’
My response was direct: ‘Are you actively recruiting, or are you hoping that the right person happens to be looking for a job?’ In a tight market like Thailand, that distinction matters more than most realise.
Leadership talent moves differently
Senior executives (especially the ones worth pursuing) move differently. They don’t chase titles. They consider alignment with leadership, purpose, and trajectory. Their moves are rarely driven by urgency but rather by clarity. Often, they’re not responding to ads; they’re responding to relationships.
In Thailand, where business circles are built on trust, discretion, and credibility, this dynamic is amplified. A well-placed call, a respected referral, or a meaningful conversation is often the true beginning of a powerful leadership transition.
Why great hiring requires more than a job ad
Job descriptions and job boards serve a purpose, but they rarely reach the people who can reshape an organisation. Leadership hires aren’t about transactional matching. They’re about vision, culture, timing, confidence, and more than ever; they’re about whether your organisation is ready to attract not just skills but strategic leadership.
That means mapping the market beyond titles, understanding the potential, and, just as importantly, knowing when not to move too fast.
What great candidates look for
To the executives reading this, if you’re not actively looking, that’s normal. That’s expected. However, the most successful leaders keep one ear open, not for a job, but for a conversation that signals alignment, where your next role is not just a step up but a step into impact.
It’s rarely about the title. It’s about the chance to shape, grow, and work alongside people who see what you bring beyond the obvious.
Where we come in
At Grant Thornton in Thailand, our executive search practice doesn’t rely on hope. We don’t wait for the right resume or CV to land. We identify, we assess, and we engage - with strategy, context, and discretion. For our clients, that means access to talent who wouldn’t otherwise be on the radar. For our candidates, it means opportunities that align not only with capability but with character.
This isn’t headhunting; it’s leadership matchmaking with long-term business success in mind.
Final thought
The right leader for your business might not be looking, but they’re listening and the right opportunity for your career might not be posted, but it’s out there - waiting for the right call, the right timing, and the right guide.
Whether you’re building your next leadership team or imagining your next move, we’re here to help you get it right.
And because this topic deserves more than an article. I’m hosting a live webinar:
From Resume to Results: How to spot a high-impact executive
Join us as we unpack how to identify the real difference-makers on paper, in person and inside your organisation.
