Ukrainian IT Segment Executive Search Talent Pool Explained

The executive search talent pool in the Ukrainian IT segment is a tricky beast to understand. But one thing is for sure – it is not as simple as it seems, and there is more than meets the eye. 

• On the one hand, the C-level labor market features a decent number of specialists striving for high-profile top management positions.
• On the other hand, finding a candidate who matches the position requirements can be challenging. Also, don’t forget about management expectations for the new hire. That figures in too. 

Earlier, we conducted executive search talent pool research. This article breaks down the main insights.

• Click here to read more about executive search salary growth.
• If you want to know more about our market research, our recent Market study is here.
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What’s going on with the Ukrainian IT Executive Search Talent Pool? 

The Ukrainian Executive Search Talent Pool has five distinct types of candidates. 

Let’s look at them closely:

Executive Search Talent Pool for Candidates with 10-20 Years of Experience 

As of January 2022, this candidate type is a previous generation of executives who had seen the rise of the Ukrainian IT segment in the 2000s.

Such specialists usually have relatively low salaries. Moreover, due to their extended stay, their current employment and niche shape their skillsets. Because of that, it can be hard for them to remain flexible and adapt.

For the most part, these candidates are not ready for drastic changes and prefer stability – that’s why they’re working for one company for an extended period. 

This aspect backfires as such candidates often don’t have the skills to pass job interviews successfully. 

The other disadvantage is that such specialists often don’t have fluent English, which significantly limits their job opportunities.

Executive Search Talent Pool for Candidates with up to 10 Years of Experience 

As of January 2022, this is the most prominent C-level candidate type in the segment. In one way or another, these people constitute an executive search talent pool backbone for the Ukrainian IT segment. 

• Such candidates have salaries in the range between $6000-10000. 
• In some cases, this figure includes performance bonuses. In other cases, that might be the base salary.

The thing with such candidates is that they are usually inactive in job search and perfectly content with their current state of things. But you know, life is good, but it can be better. 

• As a result, most such candidates usually enact passive job searches from time to time, and when the opportunity knocks – they are ready to consider new job opportunities.

However, there is a catch. Such candidates often lack soft skills due to extended time in the same positions. In addition, their expertise might be limited to what they were doing on the job, and it would take time to readjust themselves to the new environments.

Executive Search Talent Pool for Candidates who Change Jobs Each 3-5 Years 

As of January 2022, this is the emerging type of candidate in the Ukrainian IT segment with the most diverse segment of the executive search talent pool. Such specialists have 5+ years of experience in top management positions. Usually, these people went through handling outsourcing companies to launching startups and overseeing company products. 

As a result, such candidates often have diverse experience in management. In addition to that, they have a background in marketing, sales, and sometimes development. This kind of experience makes them more flexible can adapt to the new more than other candidate types. Because of that, hiring success for such candidates is higher.

These specialists look for challenges and professional achievements. However, such candidates don’t sit still for long and if they feel the job is getting stale – beware. As a result, they are eager to consider a job opportunity within their interests. 

• Interestingly, such candidates look for job opportunities primarily via personal networking. For the most part, they are not interested in recruiter outreach.
• Usually, they look for a 10-30% salary raise from position to position.

But there is a catch. Because of their experience, such candidates are more likely to get counteroffers from their current employers. 

Candidate Types in Ukrainian Executive Search Talent Pool

Temporary Consultants 

As of February 2022, this candidate type has developed a distinct identity, and some specialists specialize in temporary consultant occupations. They are something of a wild card in the executive search talent pool.

Such specialists are brought to the company for a specific purpose. Usually, it is a high priority that will affect the company in the long term perspective. 

• For example, reorganizing the company, preparing the company for the merger, fine-tuning the company for the IPO, overseeing the product’s launch, etc.

These specialists have their expiration dates – sometimes it is a firm deadline, more often, it is when their mission is a success. 

• These candidates are experienced executives with 5+ years of experience and a proven track record in top management. 

As for salaries, their services don’t come in cheap. In some cases, they can command much higher salaries (approximately 10-20% higher) than regular executives due to the importance of their tasks. 

Double Duty Candidates

As of early February 2022, this candidate type is emerging in the executive search talent pool. 

What makes this candidate type valuable? They have a successful track record of managing companies, more often than not, building a company or launching a startup from scratch.  Somewhere down the line, they’ve managed to organize their workflow in a way that gives them enough spare time to manage another company in some capacity.

• In essence, these specialists are variations of candidates with 3-5 and 10+ years of experience, which for some reason, can pull double duty and helm another company in their spare time. 
• For the most part, these candidates are brought in the same way as temporary consults – to do a particular job and get specific results. But sometimes, they remain involved for a longer time.

Accomplishments drive such specialists, and they look for new challenges. Usually, they have specific accomplishments – for example, raising investments or making the company public. 

Because of that, if the job offer presents them with an opportunity to do something special – recruiting them will be much easier.

What’s Next?

As you can see – the Ukrainian IT segment executive talent pool is very diverse and distinct. There are candidates with all sorts of experience who can be a viable addition to your managerial team. Chances are these are the A-players who will bring your company to the next level.

Understanding the executive search talent pool requires more than knowing what kinds of candidates are there. To make the most out of your knowledge – you also need to understand patterns of executive search talent demand.

That’s what we are going to talk about in our next article.