The problem of regretted turnover

Of those leaving C-level roles in 2024 across FTSE350, S&P500 and Euronext companies, nearly half had been there for 3 years or less. Do investors or Chairs really think a leader could execute in such a short time?

One client at a FTSE100 told us he'd had to onboard 3 CFOs and 2 CEOs in 4 years which did untold damage - how often is that happening and what is real story here?

Multi-hire RPO

C-suite and -1 attrition is at crisis levels, with nearly half of senior leaders leaving within three years—creating chaos, lost value and disruption. Our research reveals the real reasons behind this regretted turnover and, more importantly, how to fix it:

Top causes: Poor team dynamics, lack of alignment, culture clashes, and weak onboarding support
Sectors hit hardest: Automotive and pharma lead in early executive exits
Broken search model: Overpriced, out-of-touch headhunters rarely get under the skin of your business
Better way: In-house, hybrid RPO teams that deeply understand your culture, align stakeholders, and support leaders through their first year
Proven impact: Lower attrition, better fit and faster ROI on senior hires—plus a path to self-sufficiency for your own talent team

Don’t let leadership churn drain your business. Partner with specialists who deliver real integration, not just a shortlist, and finally turn the tide on regretted C-suite turnover.

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