Author: vanessa

Argentina stands at a crucial moment in its economic journey.  After years of turbulence and uncertainty, the country is beginning to see signs of stabilization, with inflation projected to decline significantly and economic growth on the horizon.  However, challenges like exchange rate restrictions, a high tax burden, and political volatility remain significant obstacles.

In this edition of On the Spotlight Series, we sit down with Esteban Calvente, Managing Partner of Pratt Executive Search and our exclusive partner of INAC Global in Argentina, to explore the current economic landscape. 

Below you will find Esteban’s perspectives on Argentina’s evolving economic conditions, the challenges businesses face, and the strategies they are employing to drive growth and resilience to lead Argentina into a brighter future.

1.      What is your current assessment of Argentina’s Economy, and how is it influencing business operations?

Argentina faces a challenging economic outlook with promising signs of improvement.  Inflation, project to drop from 140% in 2024 to just over 36% annually in 2025, coupled with an estimated growth rate of 5% and a revaluation of the peso, presents and environment of cautious optimism for business.  For the first time in years and successive governments that there is an encouraging outlook for Argentina.  However, eliminating exchange restrictions and bridging the gap between official and parallel currency rates remain critical challenges.

2.      What are the biggest economic challenges companies in Argentina face today, and how are they addressing them?

One of the biggest challenges companies in Argentina face today is inflation.  Operating costs are continually rising, while consumer purchasing power is declining, creating a difficult environment for businesses to thrive.

Another significant issue is the country’s strict foreign exchange regulations.  These restrictions limit the ability to import essential supplies and make it hard to attract much-needed foreign investment.  The tax burden is also a pressing concern.  Companies here face some of the highest tax pressures in the region, which significantly impacts their profitability and operational flexibility.

Access to financing is another obstacle.  With high interest rates, credit availability is limited, making it challenging for companies to fund growth or navigate short-term cash flow needs.

Finally, political instability adds to the uncertainty.  A divided Congress and a polarizing presidential style create an unpredictable business environment that companies must content daily.

Despite these hurdles, Argentine companies are demonstrating resilience and creativity.  Many are focusing on increasing local production to reduce dependence on imports.  They are also leveraging promotions and strategic pricing to sustain consumer demand.  Furthermore, businesses are actively exploring new partnerships and collaborations to find innovative solutions to these economic challenges.

3.      Which sectors are most affected by the current economic situation, and how are they adapting to maintain growth and competitiveness?

The manufacturing sector is among the hardest hit by the current economic situation.  With import restrictions posing significant challenges, many firms are prioritizing local production to mitigate the impact of these difficulties.  This shift requires agility and a focus on optimizing domestic resources to meet demand.

In the retail and mass consumption sector, the primary issue is the decline in consumer purchasing power.  To address this, companies are implementing aggressive promotions and discounts to sustain demand and maintain competitiveness in a challenging market environment.

Agriculture, a cornerstone of Argentina’s economy, is also facing significant pressures.  High tax burdens and international price volatility are key challenges for this sector.  To navigate these issues, agricultural businesses are relying on resilience and innovative approaches to adapt to the shifting economic environment while continuing to drive growth.

4.      How are local and regional companies in Argentina positioning themselves to attract foreign investment and drive economic recovery?

To attract foreign investment and contribute to economic recovery, many Argentine companies are fostering strategic alliances with international partners.  This is particularly evident in sectors like technology, renewable energy, and agriculture, where collaboration can drive innovation and growth.  Additionally, several provinces are establishing special economic zones that offer tax incentives to investors.  These zones aim to create an attractive environment for foreign businesses looking to expand into Argentina.

Another key area of focus is the knowledge economy.  Argentina has a robust ecosystem in software development and technology services, supported by globally competitive talent.  This sector is a significant draw for international companies seeking skilled professionals and cutting-edge solutions.

However, it is important to note that complex regulations and capital controls continue to pose challenges for attracting foreign investment.  Despite these barriers, local and regional companies are leveraging their strengths and positioning themselves strategically to seize opportunities in the global market.

5.      What opportunities or risks do Argentina’s economic conditions present for global companies looking to enter or expand in the market?

Argentina’s current economic conditions present a mix of opportunities and risks for global companies considering market entry or expansion.

On the opportunities side, one notable advantage is the competitive labor costs when measured in USD terms.  This makes Argentina an attractive destination for businesses seeking cost-efficient operations.  Additionally, there is a growing demand for foreign expertise and capital in key sectors such as energy, infrastructure, and technology, which are pivotal to the country’s development.  Furthermore, the expanding middle class continues to drive consumer demand, creating opportunities for companies targeting retail and consumer markets.

However, global companies must also navigate significant risks.  Regulatory unpredictability and high taxation can complicate business operations and planning.  Currency volatility and challenges related to profit repatriation remain persistent concerns, particularly for multinational corporations.  Social unrest, often stemming from economic instability, is another factor that businesses must carefully consider when evaluating Argentina as a potential market.

Despite these risks, with the right strategies and adaptability, global companies can find promising opportunities in Argentina’s evolving landscape.

6.      What is your outlook on Argentina’s economic growth in the medium and long term, and which industries are likely to emerge stronger?

In the medium term, Argentina’s economic growth will largely depend on the successful implementation of structural reforms, the restructuring of its debt, and the pursuit of effective stabilization policies.  These measures are essential to addressing the country’s persistent economic challenges and laying the groundwork for sustainable development.

Over the long term, however, Argentina holds a huge potential.  The country’s abundant natural resources, strategic geographical location, and skilled human capital position it as a promising player in the global economy.

The energy sector stands out, particularly due to Argentina’s extensive shale oil and gas reserves in Vaca Muerta, which offer significant opportunities for export growth and energy development.  Similarly, the technology and knowledge economy are poised for expansion, driven by the growing global demand for IT services and digital exports, areas where Argentina’s talent pools are highly competitive.

Agribusiness, as a global leader in food production and exports, has substantial opportunities to innovate and expand into value-added products, while the renewable energy sector is gaining momentum thanks to increasing government support and a global focus on green energy solutions.

These industries represent pathways for Argentina to emerge stronger and more competitive on the global stage, provided the necessary reforms and investments are realized.

7.      What are the emerging trends in workforce dynamics and economic policy that business should be aware of over the next five years?

The workforce and economic policies in Argentina are undergoing significant transformations, with several trends likely to redefine how businesses operate in the coming years.

One of the most prominent shifts is the increasing adoption of remote work, particularly in the technology sector.  Argentine talent is becoming more integrated into global markets, with companies employing professionals for international projects, further globalizing the country’s workforce.

Additionally, economic challenges are fostering a rise in entrepreneurship.  Innovation is thriving in sectors such as fintech, agri-tech, and e-commerce, where startups are addressing local and international market needs through creative solutions.

Discussions around labor law reforms are also expected to gain traction.  Efforts to modernize outdated regulations and introduce greater flexibility will aim to align Argentina’s labor framework with contemporary workforce demands, potentially making it easier for businesses to adapt and grow.

Digitization is another critical trend, as automation and digital platforms are becoming indispensable across various industries.  Companies are investing in technology to enhance efficiency and remain competitive in an increasingly digital world.

Finally, economic reforms may play a pivotal role in shaping the business environment.  Policymakers are likely to prioritize measures such as fiscal consolidation, exchange rate unification, and export incentives to stabilize the economy and encourage growth.

Together, these trends present both opportunities and challenges for businesses navigating Argentina’s evolving economic landscape over the next five years.

8.       What advice would you give to leaders on fostering resilience and innovation to thrive in Argentina’s current and future economic landscape?

In the face of Argentina’s evolving economic challenges, resilience and innovation are key to ensuring long-term success.  One critical strategy is diversifying operations, whether regionally or globally.  By spreading risk across different markets, companies can better withstand local economic fluctuations.

Leaders should also adopt agile strategies to navigate frequent policy changes and regulatory shifts.  Flexibility and quick adaptation to new circumstances will provide a competitive edge in a highly dynamic environment.

Investing in skilled talent is equally important, particularly in industries where Argentina has a competitive advantage, such as technology, agriculture, and energy.  Retaining top performers and fostering their growth can drive sustained innovation and productivity.

Another essential piece of advice is embracing technology.  Companies that leverage digital tools and automation can streamline operations, improve efficiency, and mitigate risks, positioning themselves as leaders in their sectors.

Finally, building strategic alliances with both local and international partners can unlock new opportunities for collaboration, resource sharing, and market access.  Partnerships are a powerful way to amplify impact and drive mutual success.

By combining these approaches, leaders can foster resilience and innovation, ensuring their organizations are well-positioned to thrive in Argentina’s complex and shifting economic landscape.

In conclusion, while Argentina’s economic challenges are substantial, the country also holds remarkable potential for growth and innovation.  The adaptability of businesses and the strategic use of Argentina’s natural resources, skilled workforce, and growing sectors like technology and renewable energy present significant opportunities. 

Leaders must remain agile, foster resilience, and continue to invest in talent and technology to navigate both current and future economic landscapes.  By embracing these strategies, companies cannot only weather the storms but also capitalize on Argentina’s promising long-term prospects for sustainable growth.

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Esteban Calvente, Managing and Founder Partner, INAC Argentina (Pratt Executive Search)

With a background in International Commerce and Human Resources Direction, complemented by expertise in digital transformation, Esteban brings a strategic perspective to supporting leading companies across industries.

Previously, Esteban held key roles such as Project Manager at Sud Petrol and as a government official at the National Directorate of Commercial Promotion in Argentina, contributing to impactful initiatives in trade and business development.  As our former Board Member, Esteban actively influenced the network’s growth and global collaboration efforts.

Esteban Calvente

PRATT Executive Search

Some weeks ago I had the opportunity to attend our INAC EMEA Annual Regional Meeting in Madrid, Spain, and I have to say, it was an eye-opening experience.  When you attend such events, you expect insightful discussions, but the depth and relevance of the conversations around the future of Human Resources was truly unexpected.  It was one of those moments where you leave the room with more questions than answers, constantly reflecting on the direction our profession is heading.

A standout moment was the insightful talk by Carlos Olave, Global HR Strategy Head at LG Electronics and Carlos Romero-Camacho, Chief People & Corporate Officer at Insud Pharma.  Both leaders shared their perspectives on the biggest challenges currently shaping global HR, offering valuable insights into how organizations are making key decisions to stay ahead of the curve in the evolving world of work.

A recurring theme throughout the event was the necessary change in organizational culture.  Companies can no longer afford to stick with traditional models.  Transforming internal culture has become a vital process, not only in response to new market demands but also as a driver of innovation and growth. They are reinventing its internal processes to be more agile, flexible, and, most importantly, more human.  HR leaders have the responsibility to ensure that their teams are not only prepared for technological challenges but also for the cultural evolution that these changes require.

Of course, the conversation didn’t stop at culture.  It also explored the skills that employees will need to thrive in the future.  The introduction of new technologies and the shift towards a more B2B approach in many sectors are creating constant pressure for HR leaders to redesign training and development programs.

Both Carlos Olave and Carlos Romero-Camacho, discussed how they are prioritizing the acquisition of new skills in areas such as artificial intelligence, automation, and managing complex projects.  This is a clear reminder that HR leaders not only need to manage today’s talent but also prepare their teams for the roles of tomorrow, anticipating demands that are yet to come.

During the session, one of the most emphasized points was the need to develop a more integrated talent strategy, one that focuses not just on hiring but on retaining and developing talent within the organization.  HR leaders need to become strategic architects, beginning by investing in inclusive leadership programs and technological skills development to prepare their team for what lies ahead  The key, as both speakers discussed, is understanding that the future of companies depend on a trained workforce that is aligned with the company’s values and strategic vision.

Although companies have different business models and challenges, the shared vision of preparing talent for the future, creative inclusive cultures, and adapting to change is something common for everyone.

Carlos Olave and Carlos Romero-Camacho didn’t just leave us with valuable insights about the future of work, they also gave us the conviction that, together, with HR leaders, we can make the future of Human Resources stronger.  We must be catalysts for this change, guiding our teams toward the future through continuous learning, adaptation, and most importantly mutual support.

Are you preparing your organization for the future of work?

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Alessandra Zubiani, Senior Advisor, GSO Consulting (INAC Italy)

With over 20 years of experience in both international and domestic executive search firms, her expertise lies in the industrial market. She has worked with clients across diverse sectors, including Oil & Gas, Renewables, Industrial Engineering, Electrical/Electronic Devices, Automotive, Industrial Automation, Chemicals, and Design.

She has also supported international clients in establishing their businesses in Italy, offering strategic guidance on the local labor market.

Alessandra Zubiani

GSO Consulting

“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!