Executive Space

Techniques and a rigorous system to find, evaluate and activate the senior passive talent that your organization needs.

Current events have taught us a serious lesson: wasting passive talent, those profiles that are not actively looking for a job, is digging your own grave in recruitment. Faced with the growing shortage of qualified profiles in the market, headhunting services must evolve towards more sophisticated methodologies.

The difference between an agile selection process and a stagnant one lies in the quality of the advanced research and talent mapping that is performed.

How to structure this search to ensure success?

The recruitment and human capital management landscape for the year 2026 does not present itself as a mere linear evolution of the digital trends initiated in the previous decade. We are facing a tectonic tipping point where three macro-structural forces converge: the operational maturity of "agentic" Artificial Intelligence (AI), the Western demographic crisis - with particular virulence in Southern Europe - and an unprecedented regulatory tsunami led by the European Union.

The mirror of corporate culture: Beyond employer branding

Organizations constantly invest time and resources in communicating our mission, values and ideal work environment, seeking to attract the best talent. However, there is a relentless mirror that reveals the truth of our corporate culture, surpassing any marketing campaign : the selection process.

At Servitalent, for many years now, we have lived and breathed industry. Our specialization in the selection of middle management and highly qualified profiles, particularly in engineering, connects us unequivocally with some approaches and reflections of a sector that operates in more manufacturing environments than ours. For this reason, we like to recommend a classic reading, "The Goal" by Eliyahu M. Goldratt, related to the management of industrial operations. Although the protagonist of this story, Alex Rogo, was struggling to save his factory, its lessons on the Theory of Constraints (TOC) are directly applicable to operations linked to talent selection processes.

Like a production line, a selection process seeks to maximize "throughput" (the successful and efficient placement of key talent) while minimizing "inventory"(candidates on hold or profiles that do not advance) and optimizing "operating expenses" (time and resources invested).

The growing number of cases of résumé falsification in Spanish politics has reignited a crucial debate in the business world: is a thorough background check before hiring really necessary? Addressing this issue is not only a precautionary measure, but a fundamental pillar to safeguard the integrity and good governance of any organization.

From our experience in the management and evaluation of executive talent, we share below ten fundamental reasons why it is essential for organizations to incorporate background check processes.

Agility in talent management is essential, but speed should not be the only determining factor in the selection of leaders. An effective Executive Search process must go beyond filling a vacancy quickly; it must guarantee precision and accuracy in the selection of the ideal candidate.

The spanish labor market is currently experiencing a period of dynamism and growth, with a significant increase in job offers and salaries. This scenario presents both opportunities and challenges for companies, which need to find the right talent to drive their growth and maintain their competitiveness.  Talent management has become a strategic priority.

In today's professional environment, negotiation stands as a crucial skill. Whether closing deals, resolving conflicts, or agreeing on contractual terms, the ability to negotiate effectively can be decisive for success. But how to act in the face of a particularly challenging negotiation style? Imagine this situation: you are in the final phase of a selection process for a key executive position. The company shows a clear interest in your incorporation, and you desire the position, but the negotiation of the compensation package, which includes salary and benefits, becomes a challenge. Your interlocutor's style is reminiscent of Donald Trump's: direct, unpredictable, and with a "win at all costs" mentality. How to approach this situation without yielding to all their demands or jeopardizing the negotiation?

Are you wasting valuable talent due to age?

Spain is in full economic recovery, with a general unemployment rate in decline (10.9% at the beginning of 2025, according to the INE). However, one of the major challenges of the current labor market remains age discrimination. Today, nearly 32% of unemployed people are over 50 years old, a figure that not only affects thousands of qualified professionals but also companies that miss opportunities to incorporate experience and strategic vision.

Eliminating ageism in selection processes is not just an ethical issue: it is a decision that directly impacts your company's productivity, innovation, and reputation.

Negotiating a compensation package is one of the most critical stages in the recruitment process. At Servitalent, we refer to it as “the last mile”, the decisive moment when both the company and the candidate define the terms of their future professional relationship. Yet, it's also a stage where many mistakes tend to occur, which can hinder the hiring of qualified talent or create internal issues in the medium term.

Here’s a breakdown of the most frequent mistakes and how to avoid them to strengthen your talent acquisition and negotiation strategies.