Looking Ahead to Q4: Insights in Leadership, Talent and Succession
With Q4 approaching, now is a useful time to assess the executive talent your business needs to close out 2026 and prepare for the year ahead.
Recent leadership turnover adds context to that conversation. Russell Reynolds Associates recorded 95 CHRO appointments globally in the first half of 2026, up from 79 in the same period last year. This follows elevated CEO turnover in 2025, when 234 CEOs departed, 21% above the eight-year average.
CEO transitions can prompt further leadership changes, including within HR. Meanwhile, expectations of CHROs continue to broaden, with greater responsibility for organisational design, culture and business transformation. You can read our insights on the transformation of the CHRO role here.
For businesses heading into Q4, this raises a practical question: does your leadership team have the experience and capacity to deliver on what comes next?
Whether you anticipate a replacement, a new executive role, or a succession gap, defining those needs early gives you more time to explore the talent available and identify the right fit. A few questions we would like to pose:
What Are Your Q4 Executive Hiring Priorities?
We would welcome a conversation about the appointments you are considering for the coming quarter or early 2027. Even if your plans are still taking shape, an initial discussion can help clarify the brief and timing.
Considering Your Next CHRO Opportunity?
We are also interested in connecting with CHROs and senior HR executives considering their next move. To be considered for relevant searches, please send your CV to info@txtinternational.com with a brief note on your preferred roles, locations, and business environments.
Is Your Finance Leadership Ready for What Comes Next?
CFO turnover is at its highest since 2019. Crist Kolder Associates projects an 18.3% turnover rate for 2026 among the 665 Fortune 500 and S&P 500 companies it tracks. Private equity firms are increasingly recruiting CFOs from public companies, adding to movement across the market. Read more in CFO Brew.
If a CFO appointment or succession decision is on your horizon, now is a useful time to consider the experience your business will need.
Get Ahead of Your Next Board Appointment
Board succession planning benefits from an early view of the talent available. Whether you anticipate a retirement, want to strengthen a particular area of expertise, or are planning for the next stage of growth, board mapping can help identify potential successors before a vacancy arises.
Our complimentary Board Map & Match service offers a starting point for that conversation. We would welcome a discussion about your board’s future needs and how targeted mapping or a board search could support your succession plans.
Whether you are planning your next hire or your next career move, we would be pleased to hear from you.
If you enjoyed this piece, be sure to check out our other articles here.
Talk to us
Have any questions? We are always open to talk about your executive hiring needs, challenges, and opportunities, and discuss how we can help you.