The technology leadership landscape is shifting faster than most people realise. After a decade building H.I.E.C’s European practice and now expanding focus into the Middle East and Asia Pacific, Tim Chamberlain is seeing patterns emerge that will define how companies compete for executive talent over the next five years.
What do you specialise in here at H.I.E.C, and why does it matter?
Throughout my career in executive search, I have focused on many aspects of Technology, covering Software/SaaS, Enterprise & SME-focused Technology, Technology Services, Fintech, and Private Equity, a sector that invests in 70%+ of the companies that H.I.E.C works with.
I work with our clients on Board and Executive appointments from the early stages of a diligence process with an Investor, supporting Chair/Board & CEO hires for growth businesses in the $50-250m+ range, or working with scaled multi-$bn+ companies on their Executive Committee and C-1 leadership. Specific topics might cover geographical expansion via Go-to-Market, Technology Transformation & Innovation via Technology/Product leadership, Finance & Operations via CFO/COO, and Strategy/M&A at the Executive Committee and extended leadership team levels.
Having a deep focus in the Technology domain matters more than ever, particularly in the age of AI, where the pace of change is phenomenal. Beyond the possibilities of what AI can achieve, most companies are still challenged by the same issues they faced over the past 10 years: finding multifaceted leaders who can carve out a vision and execute a transformation and growth plan. The decision to invest in a new platform or AI-based technology is also more important than ever, with some organisations having to scrap their initial AI platform or product offering because it is already outdated or not delivering the return on investment they expected. We are also now seeing a major disruption in the software world, with a potential ‘SaaS-Pocalypse’, which Marc Benioff recently dismissed as overkill.
How did you get into H.I.E.C?
It was through the network that the opportunity to join some former like-minded colleagues, including. H.I.E.C was already on the ground in Munich, Frankfurt and Zurich at the time, and so I was excited to join an energised Partner team who went on to establish the London office and the wider international business with dedicated offices established in 14 locations, including Singapore, Dubai, Paris, New York, Atlanta & the West Coast.
What is the most important piece of advice for executives going into an interview?
Get really clear on your competency strengths, leadership abilities and development ambitions. Be inquisitive and utilise your network (or search advisor) to do some diligence on the company/stakeholders you are meeting. I have met thousands of executives throughout my career, and those who really impress have a clear plan for what they want to achieve, as well as some smart questions and ideas to present to their future employers.
In general, the three categories to consider for any executive are as follows:
- The obvious next step is to ‘go again’ on another growth journey, operational transformation and/or roll-up strategy in a PE context.
- The ‘stretch’ ambition to take on a more impactful remit, such as first-time CEO, CFOO, CRO, larger regional role or both Tech & Product as CTPO/CPTO, and now we are seeing AI in a combined CTPAIO leadership role.
- The left field / aspirational opportunity that everyone has somewhere in their ambition, such as a Board role, a leadership role with an impact on the wider world (Sustainability, Energy transition, for example) or something that is a personal passion, such as becoming CEO of a football club or starting a new business in an unrelated field.
What’s the most significant shift happening in your sector that most leaders aren’t seeing yet?
The ongoing displacement of roles that may never be performed by humans again due to AI. The impact of AI on people, learning and development leadership functions. Loss of leadership based in Europe due to lack of government investment in the Technology sector. Thankfully there are great organisations around such as Boardwave who are taking the lead on making Europe a great place for Software and Technology companies.
What is your focus for Q1 2026?
A board member commented to me recently that this would be a year of ‘tuck in’ acquisitions rather than significant investments for PE in EMEA so if this is the case the demand for talent will increase for executives with a strong focus on value creation activity. It is also interesting to follow the analysis of Dedale, our partners in Europe who were anticipating a bigger year of IPO activity until recent events in the public markets sent tech stocks lower which could impact the tech sector ambitions in both the US and Europe.
What’s the most surprising conversation you have had with a client or candidate recently?
A highly sought after Chair recently surprised me with their decision criteria around taking on a new mandate. Their assessment of the opportunity was highly geared to personal fit with the CEO and investors rather than over indexing on the commercial outcome of a challenging merger and growth plan. The investor approach was very similar and so the process was very quick once the two parties had met and spent time together. Sometimes there is a natural fit and the process runs smoothly from that point.
I also think we are lucky to have some great executives and board members in Europe who readily seek out the next challenge in businesses that are not just ‘shiny’ high growth businesses that we are used to seeing in the technology sector. It is always refreshing to talk to candidates who are pursuing their passion over material gain, even if you know they have made life changing money from past successes.
What is one trend you are seeing emerge in your region?
At the end of 2024 it was agreed along with our leadership team that in addition to leading our global technology & Software business that I would spend some more time the Middle East & GCC region in particular to further extend our footprint across the Technology, Services and Investor sectors. H.I.E.C has had a presence there since 2014 and we decided to further invest in a region that is attracting senior talent and investment at a faster pace than ever before. For me this manifests its self in the following:
- Huge investment both in and outside the region from Sovereign Wealth Funds alongside UAE and Saudi governments seeking to deploy major investments into AI, Digital and Financial infrastructure.
- Strong influx of Board & Executive talent from around the world into the region attracted by the favourable investment and tax treatment but also to bolster boards of family owned holdings or as a regional leader for APJ MEA, EMEA or International / Rest of World.
- Each of the above is a draw for high net worth talent in the Technology, Services, Fintech and Investment sectors which influences the first two trends.
How is leadership in the Technology sector evolving differently in the GCC region vs Europe or the US?
I still think the GCC region is missing an opportunity to further attract more impactful executives as there is a great opportunity to be an even bigger influence on the world stage. Obviously, the language and cultural considerations are important, however, there is a highly diverse melting pot of local and international talent with Saudi having the biggest demand along with a vibrant and overheated software market with compensation packages at an all time high.
Finally, how are you seeing the market, and how challenging is it both attract, extract and retain top tier executive talent?
Looking at the tech sector across Europe, Middle East and Asia it is challenging to attract the best talent, but this is nothing new. In the world of PE the increased level of deal flow has encouraged further movement of senior talent, whilst at the same time, we are seeing CEO’s and key executives checking out early either following a failed sale or change of investment timeline by the major investor.
At the scaled end of technology we are obviously seeing a number of talented executives move into OpenAI, Anthropic, Atlassian and other leading companies in the next generation of technology companies and this has its own influence on the wider market as these leaders pull on former executives from their teams in ServiceNow, Salesforce and WorkDay.
About H.I.E.C
H.I. Executive Consulting specialises in placing transformational leaders across corporate and PE-backed businesses. With 14 global offices and unrestricted access to top talent, we find the executives who can navigate what’s next.
Tim Chamberlain leads H.I.E.C’s global Technology and Software practice and is expanding the firm’s presence across the Middle East. He specialises in Board and Executive appointments for growth and scaled technology businesses, working with investors and companies from early-stage diligence through to C-suite leadership for multi-billion businesses.