Author: vanessa

“The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.” – Alvin Toffler

This quote resonates deeply in today’s rapidly evolving business landscape, where adaptability is the currency of success. During the recent INAC EMEA Annual Regional Meeting, a critical theme emerged: the urgent need to develop new skills to meet the demands of a dynamic and technology-driven future.

With transformative technologies reshaping industries and B2B business models gaining prominence, HR leaders face unprecedented pressure to rethink and redesign training and development strategies. The challenge isn’t merely about upgrading existing skill sets—it’s about preparing for a future defined by artificial intelligence, automation, and the complexities of cross-functional collaboration.

At the event, Carlos Olave, Global HR Strategy Head at LG Electronics, and Carlos Romero-Camacho, Chief People & Corporate Officer at Insud Pharma, offered valuable insights. They highlighted the importance of prioritizing skills like AI, data literacy, and automation – not as distant aspirations, but as immediate needs.

To close the growing gap between current capabilities and future demands, organizations must adopt proactive, forward-thinking talent strategies. This involves aligning workforce development initiatives with organizational goals while fostering adaptability and resilience. For HR leaders, this dual role of addressing today’s needs while anticipating tomorrow’s challenges is pivotal.

From an executive recruiter’s perspective, one of the greatest challenges lies in identifying leaders who thrive in this dynamic environment. The demand for individuals with both technical expertise and adaptability has never been higher. It is no longer enough to simply fill roles—businesses must seek leaders capable of driving transformation and navigating the complexities of an increasingly digital and automated world.

For SMEs, family businesses, and large corporations alike, building a future-ready workforce requires investing in leadership programs, technological skill development, and fostering a culture of innovation. The organizations that succeed will be those that create environments where collaboration flourishes, diverse perspectives drive decision-making, and innovation becomes second nature.

In conclusion, the most powerful way to prepare for what lies ahead is by investing in people. As you reflect on your talent strategy, ask yourself: Are you building a team that will not only survive disruption but lead the charge in driving innovation?

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Mariana Turanova, Managing Partner & Regional Consultant at TARGET Executive Search CEE – Slovakia (INAC Slovakia)

Mariana holds degrees in Economics and International Relations. She began her career as a Euro-Info Officer and Project Manager before transitioning into executive search in 1999. Starting as a consultant, she steadily advanced to lead the Slovak subsidiary in 2002 and became a Partner in 2008.

Now as the Managing Partner for Slovakia, Mariana brings 25 years of expertise in headhunting and executive recruitment. She specializes in highly confidential and cross-border searches within Central and Eastern Europe (CEE), focusing on general management, finance, HR, sustainable development, and cyber security. An MBTI Step 1 certified practitioner, Mariana is fluent in Slovak and proficient in English and German.

Mariana Turanova

TARGET Executive Search CEE

At our recent INAC EMEA Annual Regional Meeting, I couldn’t help but reflect on a topic that has become an increasingly pressing concern for me as a headhunter: the talent shortage. Europe faces significant skill shortages across various sectors, including healthcare, ICT, and construction, where job vacancy rates have reached record highs (2.9% in 2022), exacerbated by demographic changes and the demands of the green and digital transitions (source:  European Commission).

As companies across the continent struggle to find the right talent, automation is reshaping the landscape. How can Europe stay ahead? The solution isn’t solely in machines or technology. The real game-changer lies in how we integrate talent with innovations like automation to propel the future forward.

As headhunters, we see firsthand how the job market is changing.  Companies need talent more than ever, but that talent isn’t always available locally.  Key sectors like technology, healthcare, and advanced manufacturing require specialized skills that are sadly not always found in Europe.  So, as automation advances and machines begin to take over repetitive tasks, the value of talent isn’t just essential, it is being redefined.

At first glance, automation seemed like something distant, a tool that would replace jobs and eliminate the need for people.  However, when we look closer, we realize it is the opposite.  Technologies like AI and automation can make jobs more efficient, freeing up people from routine tasks and allowing them to focus on more strategic and creative work.  The reason is that machines don’t replace people, they complement them, and this is where talent comes in.

To remain competitive, we need to create an environment where talent excels alongside technology.  And that means more than just offering attractive salaries and benefits & perks.  The key is creating real growth opportunities, fostering innovation, and, most importantly, making people feel that they are contributing to something meaningful.  Companies must give their teams the space to develop ideas and lead change, while working with technologies that enhance their capabilities.

This brings me to a crucial point that MARISA PONCELA GARCIA highlighted during her Quo Vadis Europe talk at our recent meeting.  She reminded us that, for Europe to remain a global leader, it must invest more than ever in continuous education.  The industries of tomorrow will require new and advanced skills, and only through continuous education and skill development can we be ready for what’s to come.

But it is not just about retaining local talent; Europe needs to attract global talent.  We cannot just wait for the best professionals to come to us, we need to go to them.  European companies must be much more open and active in promoting what makes the continent unique (i.e. unmatched quality of life, innovative ecosystem, diversity and inclusion, among others).  If Europe wants to stay at the forefront, it needs to be a magnet for the best talent in the world.

What has impacted me most recently, especially after listening to MARISA PONCELA GARCIA, is the urgency of taking action.  It is not just about attracting talent, but ensuring that the current and future workforce has the key tools to adapt and evolve with new technologies.  And this isn`t something that happens overnight.  It is a process that requires time, investment, and a shift in mindset from both companies and governments.

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Victoria Baselga, Partner Magallanes Consultores (INAC Spain)

With over 25 years of expertise in Executive Search and Human Resources advisory. Since founding the firm in 1993, she has collaborated with leading multinational and national companies in Consumer Goods, Food & Beverage, Industrial, Pharmaceutical, Technology, and Services, delivering tailored solutions to identify and secure top executive talent aligned with strategic objectives.

Co-creator of INAC Global in 1997, ensuring global talent coverage. With a Master’s in Human Resources, a Board Member Certification, and participation in ESADE’s Executive Program for Women Board Members, she combines strategic insight and leadership expertise. Fluent in English and French, she is a member of WOMEN CEO and actively supports diversity and inclusion initiatives, reinforcing her role as a trusted partner for businesses navigating complex talent challenges.

𝗥𝗲𝗮𝗱𝘆 𝗳𝗼𝗿 𝗠𝗮𝗱𝗿𝗶𝗱! On November 21-22th, our network will gather in the heart of Madrid, Spain, bringing together our partners from across the EMEA region. This annual regional meeting is a unique opportunity for our members to strategize, connect, and redefine the future of executive search.

We have a robust agenda focused on industry disruption, new market realities, and collaborative challenges on building the future of executive search to impact our clients and candidates with a competitive advantage that is sustainable for their success.

We are excited about this meeting that promises to deepen our expertise and strengthen our network as 𝘁𝗵𝗲 𝗺𝗮𝗿𝗸 𝗼𝗳 𝘀𝗲𝗮𝗿𝗰𝗵 𝗲𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲, featuring influential guest keynote speakers, in-depth roundtable discussions, and networking activities (including a friendly and tasty tapas competition!).

A very special thank you to Victoria Baselga, Partner, 𝗜𝗡𝗔𝗖 𝗦𝗽𝗮𝗶𝗻 (Magallanes Consultores de Dirección) and their team for being our hosts.⁣

We look forward to continue leading with collaboration, insights, excellence, and innovation in executive search across EMEA!!!!


📌𝗜𝗡𝗔𝗖 𝗦𝗽𝗮𝗶𝗻, operating under its local brand (Magallanes Consultores de Dirección), is exclusive representative of 𝗜𝗡𝗔𝗖 𝗚𝗹𝗼𝗯𝗮𝗹 in the region.

“The only constant in life is change.”  There is no doubt that this wise quote by Heraclitus clearly reflects the spirit of the Fourth Industrial Revolution, where constant change is the only reality.  During the recent talk by Monica Retamal at our INAC Latam Regional Meeting, titled “The Future of Work:  8 Trends Challenging Today’s Companies,” we explored not only the symbiosis emerging between the digital, physical, and biological realms, but also how this transformation goes beyond our daily activities to impact the identity of companies and how we manage talent.  In this sense, adaptability becomes essential for any company looking to continue growing in a constantly evolving environment.

We find ourselves in an era where technology is not just a tool, but an integral part of organizational culture that requires a mindset shift prioritizing flexibility, creativity, and collaboration.  Companies must ask themselves how they are adapting to this reality and what changes they are implementing to attract talent that not only meets technical requirements but also aligns with the company’s purpose and values.

However, that’s not all; the skills valued in the market are clearly evolving.  Today, the ability to adapt, learn, and collaborate is fundamental.  This revolution is demanding that companies invest in the development of internal talent, fostering a culture of continuous learning that enables their employees to acquire the necessary competencies to transform and evolve.  Likewise, when incorporating external talent, companies should focus on finding profiles that not only bring technical skills but also embody a growth, open and adaptable mindset.

Another crucial aspect that this revolution brings to companies is the ethical dilemmas that arise with technological advancement, such as privacy, equity, and transparency.  This compels companies to be more proactive in establishing policies that balance technological innovation while ensuring social responsibility and respecting fundamental values and the well-being of their employees.

On the other hand, this revolution transforms society; therefore, companies play a key role in building a more inclusive future, where opportunities are shared equitably and where diversity of talent is valued.  This vision will be essential in facing the challenges of the future workplace.

In conclusion, if there is one ALERT from all of this, it is that – as part of the Fourt Industrial Revolution – companies must be more aware of their role in society and the world, starting with the question of how they can effectively lead change.  Leveraging technology is one way, but not only to improve efficiency; rather, it is crucial for enriching our employees’ experiences and building a more human and inclusive future.  Every decision and action must focus on talent.  It is both a challenge and a tremendous opportunity for all companies, regardless of size, type, or sector.

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María Elena de la Sotta, Partner De la Sotta Consultores (INAC México)

With over 16 years of experience in Executive Search, focused on recruiting top and middle management executives both nationally and internationally, María Elena is the Executive Director of DeLaSotta Consultores, a firm established in 2009 and renowned for its high-quality service and client focus. She is an expert in remote recruitment, developing strategies that connect top professionals regardless of their geographical location. She actively participates in talent recruitment programs for young professionals at prestigious institutions such as Harvard, MIT, Kellogg, and Michigan. Additionally, she is involved in “emerging talent” initiatives at leading universities in Argentina, Brazil, Chile, Ecuador, and Peru. As a certified Career Coach, she provides specialized career coaching and mentoring, supporting clients through career transitions with tailored programs that meet each client’s unique needs.

María Elena De la Sotta Lazzerini

De La Sotta Consultores

Imagine a world where 75% of jobs are driven by STEM (Science, Technology, Engineering, and Mathematics) careers.  This incredible statistic provided by UNESCO for 2050 became a key moment during Mónica Retamal’s talk at our INAC Latam Regional Meeting.  Listening to her, I realized that we are on the brink of a labor revolution that promises not only significant transformations but also presents enormous challenges for companies.  The idea of a future dominated by technology can be extremely exciting – like something out of a science fiction movie – but at the same time overwhelming, as it confronts us with the urgency to adapt and prepare for what’s to come.

It’s no mystery that digital skills are becoming increasingly essential.  However, there’s a dilemma we face:  6 out of 10 companies feel that they are being held back by their people’s competencies (Source:  BCG).  This is alarming!   We find ourselves at a critical point where, despite technological advances, there is still a disconnection between what the market demands and what professionals can offer.

I believe that just as English has become a basic requirement for professionals, digital skills will soon occupy a similar place.  It’s no longer enough to have a basic understanding of digital tools; we need to be competent in their use so that they not only facilitate our work but also enhance our creativity and capacity for innovation.

This is leading more and more companies to take on the responsibility of creating a culture of continuous learning -through programs that range from training to the creation of collaborative spaces – not only to attract the best talent in STEM fields but also to prepare the workforce for the future challenges.  If companies want to continue growing, they must invest in the development of their employees, ensuring that they not only have the technical skills but also an open and adaptable mindset.  The success of companies will depend on their ability to manage and develop talent.

Additionally, it is not only the responsibility of companies to ensure the development of their employees; it is also essential that everyone, from leaders to each team member, commits to acquiring and honing their skills.  Those willing to adapt and learn will not only remain employable but will also continue to advance their careers despite the challenges and evolution of the market.

This is an exciting and challenging time, but the transformation is already underway, often without us realizing it.  Let’s seize the opportunity as leaders to keep evolving and contribute to ensuring that talent management and technology adoption go hand in hand.

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Marcela D’Alessio, Partner INAC Perú

Independent Director, Business and Marketing Consultant for corporate and family businesses. She worked as Marketing Director at Procter & Gamble. She is currently Director of the Global Board at INAC Global Executive Search and an Executive Coach, with a background in Business Administration and Accounting from the Universidad del Pacifico and an MBA from Tulane University, New Orleans, USA.

What an enriching week we experienced during our INAC Latam Regional Meeting in Chile!  Beyond the productive work meetings, we had the pleasure of hearing Mónica Retamal’s incredible talk:  “The Future of Work:  8 Trends Challenging Today’s Companies.”  Among the trends, what really caught my attention was how the expectations of the workforce have radically changed, especially with the arrival of Gen Z.  This is a generation that not only values flexibility and mental health but also seeks a balance between personal and professional life, presenting significant challenges for leaders who intend to continue leading in traditional ways.

Through our experiences at Strategic Talent (INAC México), connecting with leaders from various industries and roles, we have been able to sense the need for companies to continually reinvent themselves, not only to meet market demands but especially to respond to the needs of talent.  The pandemic accelerated many changes, including the fact that executives themselves are becoming more selective about where and for whom they want to work.  90% of the leaders who have gone through our processes emphasize the importance of a company having a clear purpose – one that not only embraces ethics and sustainability (ESG) but, above all, places employees at the heart of its strategy.

Additionally, talent no longer wants their leaders to be superheroes or know-it-alls.  They seek authentic and empathetic leaders who create meaningful experiences, focused on mentoring and coaching as part of their leadership role, to bring out the full potential of their teams.  This approach not only enriches the work experience but also builds an organizational culture where each person feels valued and empowered.

As a result of these expectations, the concept of organizational success has also started to shift.  Companies that once measured their performance solely by their results are now being forced to broaden their vision.  To attract and retain talent, they must go beyond profitability; they need to promote well-being, diversity, and inclusion, and genuinely commit to social and environmental causes.  The reality is that today’s workforce is looking for radically different work environments, where the connection, purpose, and values of the company and its leaders are at the core of the experience.

What’s particularly interesting here is the role of leadership in this evolution, with new generations preferring leaders who guide with authenticity, who accept that they don’t have all the answers, and who are willing to grow alongside their teams.

Without a doubt, the arrival of Generation Z is demanding deep changes in leadership, and what is at stake is not just the ability to adapt to change but the ability to lead that change.  Are we ready to transform our leadership?

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Ángeles Madrigal, CEO Strategic Talent (INAC México)

CEO of Strategic Talent, an international Executive Search firm and the exclusive representative of INAC Global Executive Search in Mexico. Founder and General Director of Accelerate DEI-TALENT, a consulting firm focused on transformation and leadership in Diversity, Equity, and Inclusion.

With deep expertise in executive search, DE&I strategy, inclusive cultures, leadership development, diverse talent management, and gender equality, she also serves on the Advisory Board of INAC Global Executive Search. She has empowered over 50,000 senior and mid-level leaders and is a thought leader in DE&I, frequently serving as a panelist for Fortune 500 organizations and prominent Mexican companies. Creator of the statement “Business Leaders Invest in Women” for Forbes’ Powerful Women forum. Committed to driving positive change and transforming lives.

Last week, we had our INAC Latam Regional Meeting in Chile, where we had the pleasure of hosting Monica Retamal and her talk on “The Future of Work:  8 Trends Challenging Today’s Companies.”  One of the trends that impressed me the most and stuck in my mind was the decreasing lifespan of companies.  Mónica mentioned that in 1958, organizations lasted an average of 61 years; today, that number has dropped to just 18 years.

The truth is that, in a world where tech companies are at the forefront, the speed with which they emerge and disappear due to the same technological evolution is astonishing.  On the other hand, companies no longer aim to last for decades.  Agility and the ability to adapt to market changes are key factors for their survival.

Clearly, this has an impact on professional careers.  I remember those times (hahaha) when it was common for someone to spend their entire career at one or two companies, building a long, linear career.  Now, things are entirely different.  Careers now resemble a game of leaps, where we frequently change companies and roles.

As a headhunter, I have noticesd that candidates are not only seeking new opportunities, but they also want more diverse experiences that challenge them and allow them to remain relevant in a constantly changing work environment.  As a result, they are willing to remove faster to find new opportunities.  It is no longer about building a career in the same company; the key now is to adapt and evolve continuously.  As an example, at INAC Perú – Global Executive Search  , we have observed that 54% of C-Level placements in recent years have been in sectors different from those the candidates originally came from.

The reality is that both companies and professionals must learn to reinvent themselves.  Companies, and consequently talent, must be agile and continually adapt to new business models, while talent must develop skills that allow them to transition between different industries and roles, and naturally, adapt to new technologies.  Evidently, today everything is changing all the time, and in increasingly shorter periods.  We need to be ready, as both companies and professionals, for whatever comes.

In this sense, I would say that companies that foster a culture of continuous learning and create collaborative spaces will not only be able to better adapt to challenges but will also attract the best talent, those who are seeking to grow and develop while enriching their work experience.

In conclusion, Charles Darwin’s famous quote is becoming more relevant each day:  “It is not the strongest species that survive, nor the most intelligent, but the one most responsive to change.”  Under this trend, the question we must ask to ourselves is … are we ready -as companies and professionals- to constantly respond to change?

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Eduardo Balbín, Managing Partner, INAC Perú

Director of family businesses and Professor at the Escuela de Dirección Universidad de Piura with more than 28 years of experience. He was General Manager at Forus Peru (retail) and Director of Marketing at Procter & Gamble. He holds a degree in Industrial Engineering from the Universidad de Lima and an MBA from the Escuela de Dirección PAD – Universidad de Piura.

We had the pleasure to count on with Monica Retamal’s expertise, a social entrepreneur and Executive Director of Fundación Kodea, at our 𝗟𝗮𝘁𝗮𝗺 𝗥𝗲𝗴𝗶𝗼𝗻𝗮𝗹 𝗠𝗲𝗲𝘁𝗶𝗻𝗴 in Chile. Monica’s presentation on “𝗧𝗵𝗲 𝗙𝘂𝘁𝘂𝗿𝗲 𝗼𝗳 W𝗼𝗿𝗸: 𝟴 𝗧𝗿𝗲𝗻𝗱𝘀 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗶𝗻𝗴 𝗧𝗼𝗱𝗮𝘆’𝘀 𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀” was an eye-opener for all of us. She emphasized the importance of adapting to new workforce dynamics and leveraging technology to create more inclusive and sustainable businesses.

We were also fortunate to have some of our valued clients join us for this session. Monica’s insights not only resonated with us as industry leaders but also with our clients, who are navigating these same challenges. Her perspective reinforced our role in supporting both our network and our clients, as trusted advisors, to identify and develop the talent necessary for the future challenges.

Thank you, Monica, for your thought-provoking session, and to our clients for sharing in this insightful experience!

We have wrapped up another successful INAC Global Executive Search 𝗟𝗔𝗧𝗔𝗠 𝗥𝗲𝗴𝗶𝗼𝗻𝗮𝗹 𝗠𝗲𝗲𝘁𝗶𝗻𝗴 in Santiago, Chile! From October 16th-18th, our regional partners gathered to exchange valuable insights, discuss key trends in talent management, and align on strategies to continue driving excellence in executive search. Together, we reaffirmed our commitment to upholding 𝘁𝗵𝗲 𝗺𝗮𝗿𝗸 𝗳𝗼𝗿 𝘀𝗲𝗮𝗿𝗰𝗵 𝗲𝘅𝗰𝗲𝗹𝗹𝗲𝗻𝗰𝗲, ensuring that our clients receive the highest standard of service and experience.⁣
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The passion and collaboration during this meeting will undoubtedly strengthen our approach as we move forward in delivering unparalleled client experiences and outcomes.⁣
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A big thanks to 𝗜𝗡𝗔𝗖 𝗖𝗵𝗶𝗹𝗲 (De La Sotta Consultores) for hosting this event and to all who came from many LATAM countries to participate and make this event a one of its kind.⁣
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📌𝗜𝗡𝗔𝗖 𝗖𝗵𝗶𝗹𝗲, operating under its local brand (De La Sotta Consultores), is exclusive representative of 𝗜𝗡𝗔𝗖 𝗚𝗹𝗼𝗯𝗮𝗹 in the region.⁣

The Hague, Netherlands, September 2024 – INAC Global Executive Search is pleased to announce the addition to our global network of Chemical Search International, specialized in executive search for the global chemical sector and its value chain and related sectors.

Headquartered in London, and offices in New York and Singapore, Chemical Search International brings extensive global expertise and outstanding quality delivery also in emerging areas such as green, circular, and bio-based chemical solutions. 

Led by Stephen J. Mothersole, CEO, the Chemical Search International team is made up of seasoned consultants originating from the chemical industry, giving them a unique understanding of the sector and an unmatched ability to identify and place highly specialized talent, from hard-to-find specialists to C-suite executives on a global scale.

We are enthusiastic with the incorporation of this like-minded firm into our organization. It is a vibrant expression of the continuous and sustained expansion and growth of INAC Global Executive Search and evidence of our increasing capability to provide high-quality sector-focused talent advisory, said Rui Borges, President of INAC.

The addition of Chemical Search International further strengthens INAC Global Executive Search’s global reach and ability to deliver exceptional talent solutions to our clients, particularly reinforcing the UK, USA and Singapore markets.

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ABOUT INAC Global Executive Search

The mark of search excellence

INAC Global Executive Search is a worldwide network of like-minded, independent, entrepreneurial, successful retained executive search firms.  Our members are exceptional, with an outstanding track record of meeting client mandates for more than 30 years – across industries, sectors, and territories. Together, we combine impressive local market knowledge and exemplary global reputation with highly personalized and professional service.  We help companies go further.