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Why Don’t the Best Leaders Apply for Open Positions?The Hidden Reality of Executive Recruitment in Turkey
- 21 hours ago
- 3 min read
In Turkey, many organizations still manage executive recruitment through job postings and application-based processes. A role is defined, an announcement is published, applications are collected, and the most suitable candidate is selected. The process appears structured, transparent, and measurable.
However, this approach does not always align with the structural dynamics of the leadership market.
The reality is this: a company’s next CEO, General Manager, or critical functional leader in Turkey will most likely not apply to that public posting. Because a significant portion of senior executives are not active candidates. They are already creating value within their organizations, leading transformation initiatives, and making strategic decisions.
Structural Dynamics of the Leadership Market in Turkey
The Passive Candidate Reality
Global data consistently shows that the majority of professionals are passive candidates — and this ratio increases significantly at senior and specialist levels. The situation in Turkey is similar. Senior executives typically:
Hold strong institutional positions
Receive competitive compensation and benefits
Maintain visibility and reputation within their sector
Lead mission-critical strategic projects
This profile is less inclined to apply for open positions and more receptive to confidential, trust-based outreach.
Demographic and Sectoral Pressures
In Turkey, particularly in industries such as manufacturing, energy, infrastructure, finance, and heavily regulated sectors:
Experienced leaders are approaching retirement thresholds
The next-generation executive pool remains limited
Expectations regarding digital and ESG capabilities are rising
These structural pressures are tightening the supply-demand balance in executive leadership. As a result, the strategic importance of accurate senior-level appointments has increased significantly.
Structural Risks of Application-Based Recruitment
Hidden Bias
Relying solely on incoming applications unintentionally creates a filter. Organizations end up selecting:
Not the best leader in the market,
But the best leader who applied.
There is a significant difference between these two outcomes.
In markets like Turkey, where professional networks and informal connections remain strong, the invisible talent pool is substantial. An application-based process may never reach that pool.
The Cost of a Wrong Appointment
In Turkey, the cost of a failed executive hire goes far beyond annual compensation. The broader impact may include:
Delays in strategic initiatives
Internal loss of trust
Misalignment with the board of directors
Transition and re-hiring expenses
The total impact often exceeds multiple times the executive’s annual compensation package.
At senior levels, the cost is not merely financial — it is strategic.
How Strong Organizations Approach Executive Hiring
Starting with Market Intelligence, Not Job Ads
High-performing organizations structure executive recruitment through:
Mapping leaders who demonstrate consistent performance within the sector
Competitive organizational analysis
Defining the leadership DNA required for the role
Assessing motivational drivers and mobility dynamics
This approach is proactive rather than reactive.
Trust-Based Strategic Outreach
Executive mobility most commonly occurs through:
Credible references
Confidential and structured engagement
Clear articulation of the role’s strategic impact
Transparent definition of authority and purpose
This is not a marketing campaign. It is a consulting-driven engagement process.
A Critical Question for Boards in Turkey
Leadership roles today are significantly more complex. Digital transformation, regulatory pressure, sustainability commitments, and global competition are no longer optional considerations — they are baseline requirements.
In this environment, boards must shift the core question.
Not:“How many applications did we receive?”
But:“Did we truly engage with the strongest leaders in the market?”
At the executive level, advantage lies in access.
The best leaders do not monitor job boards. They evaluate strategic opportunities presented through trusted and well-structured outreach.
The Real Competition in Leadership Happens Off-Market
The future of executive recruitment in Turkey lies not in advertisement management but in strategic market intelligence and targeted access.
As the leadership pool narrows, risks increase, and expectations rise, organizations must design processes that are proactive, data-driven, and trust-based.
The strongest leaders rarely apply.They are approached.
The institutions that outperform are those capable of doing exactly that.
