We recently had a juicy debate in the office. Will AI ultimately make the role of the Executive Search Consultant obsolete? Things got a little heated…
AI is transforming recruitment, no doubt about it. Faster screenings, better data sorting, reduced bias (in theory) … all great. Sherrington has been using AI-enabled search tech for several years now and the benefits we’re seeing in shortlist quality and process efficiencies are non-debatable. But when it comes to executive hiring, where decisions shape the future of a business, the idea of entrusting a robot to recruit your most senior leaders is still unpalatable for most.
However, no one can deny that this new technology is changing the world of work in ways we still can’t fully predict, and this means an uncertain landscape for the recruitment sector… and the role of the recruiter. But despite rising ambiguity over the future of our profession by some, here at Sherrington we’re universally aligned in our belief that whilst the way we’ll perform our roles as expert leadership recruiters will unquestionably change, possibly unrecognisably, the need by boards for trusted human recruitment experts is unlikely to be entirely replaced by AI’s, robots or neural networks, at least in the near term.
Here’s why we believe the value of highly-experienced human search consultants are unreplaceable, even by the most intelligent AI’s (for now at least) …
1. Judgement That Can’t Be Coded
Great leaders aren’t just resumes. They're visionaries, culture carriers, and influencers. Traditional recruiters read between the lines, assessing tone, ambition, subtle cues, things no algorithm can yet grasp.
2. Real Networks, Not Just Databases
Executive search firms don’t just “source”, they know. They’ve built deep relationships with top-tier talent who aren’t browsing job boards. AI can’t reach those who aren’t actively looking.
3. A Strategic Partner, Not Just a Filter
A good search firm helps define the role, calibrate expectations, and even shape the leadership team. You don’t get that kind of strategic input from an AI-powered dashboard.
4. Confidentiality Matters
Replacing a senior leader is a delicate move. Traditional firms handle this with discretion, conducting outreach and interviews off-radar. AI tools? Not so much.
5. Beyond Buzzwords
AI loves keywords, but top-tier talent often doesn’t play by the rules. Some of the best execs have nonlinear paths or unconventional backgrounds. A human recruiter sees the story behind the CV.
6. Skin in the Game
Executive search firms aren’t just trying to fill a role, they’re staking their reputation on the success of the hire. That means follow-ups, accountability, and performance guarantees.
7. Culture Fit Isn’t Optional
At the top, a hire can make or break your culture. Recruiters get to know your organisation, the people, the pace, the politics, and match accordingly. AI just matches profiles.
AI is a powerful tool, no question. But in executive hiring, it’s best used as a supplement, not a substitute. The stakes are too high for anything less than the human touch.
Sometimes, the smartest decision you can make… is to call someone who’s been doing this for decades.
Executive Recruitment Comparison: Traditional vs AI
Criteria | Traditional Executive Search Firm | AI-Based Recruitment Tools |
Candidate Quality | Hand-picked, high-calibre candidates from curated networks | Based on algorithmic matching and public data |
Soft Skills & Cultural Fit | Assessed through interviews, intuition, and experience | Limited and often missed by algorithms |
Access to Passive Talent | Strong – through long-standing relationships | Weak – relies on updated, publicly visible profiles |
Customisation | High, through a tailored strategy per client and role | Low – standard algorithms and job matching |
Confidentiality | Managed discreetly with direct outreach | Risk of exposure via online ads and platform notifications |
Relationship Management | Ongoing post hire, with both client and candidate | Minimal – platform based and transactional |
If you’re curious to know how we’ve used AI to optimise our research, mapping and selection processes, drop us a line and we will be happy to share some insights.
Joanne.
