The Spanish talent market is perceived to be mature and easy to operate in. This makes some sense from afar. There is a solid network of business centres, a developing international business presence, and a considerable pool of experienced talent.
Problems arise when businesses attempt to recruit senior executives.
In Spain, executive search is shifting from talent arbitrage to understanding the true gaps and the reasons behind their expansion.
Key Figures at a Glance
| Data point | Figure | Source |
|---|---|---|
| Spanish companies reporting difficulty hiring talent with the right competencies | 75% | IESE Business School |
| IT positions unfilled in Spain (late 2025) | +120,000 | Directivos y Gerentes / CEOE, 2025 |
| Digital field vacancies vs average vacancy rate in Spain | +212% above average | EURES / EU Skills Agency, 2025 |
| Companies expecting leadership skills to be more relevant by 2025 | 88% | IESE Business School |
Where the Talent Gaps Are Actually Emerging
Spain may appear to have many senior professionals, but the issues here are more complex.
The problem is not the experience, but the type of experience that is most required by the different companies.
As per McKinsey & Company, the nature of change of senior leadership roles in Europe is at a much quicker pace than the nature of change in the senior leadership roles in the talent pool. Executives are required who are able to be strategic, also have the ability to execute, and be the change agent.
That blend is still too little.
This is especially the case in Spain in the industries that are shifting the fastest — energy transition, infrastructure, and technology. There are many executives who have strong functional experience, but far fewer who have held positions to manage large, complex transformations, or to operate internationally in complex situations.
This results in the mismatch between the hopes of the companies and the actual situation in the labour market.
The Shift from Stability to Transformation Leadership
For many years, leadership in Spain emphasised operational stability and incremental change.
This is not enough anymore.
At present, companies expect executives to manage change and uncertainty, and lead in multiple dimensions simultaneously, including at the same time digital transformation, new business models, and the increased need for operational efficiency.
IESE Business School notes that a need for leaders who function in more complex and less predictable places is growing, and that is something that traditional career lines have not always catered to.
Consequently, businesses tend to seek out profiles that are comparatively rare.
International Exposure Is No Longer Optional
Another clear trend in executive search in Spain is the increasing importance of international experience.
Many companies operating in Spain are part of global structures. Leadership roles require interaction with multiple geographies, alignment with international stakeholders, and the ability to operate across different cultures.
However, not all executives in the Spanish market have had that exposure. Some have built strong careers locally, but with limited experience outside Spain. Others have international backgrounds but lack deep understanding of the local market.
Finding profiles that combine both remains a challenge — and one of the key reasons why executive search processes take longer than expected.
Mobility Is Changing, but Not Always in the Same Way
Spain has traditionally been seen as a relatively stable market in terms of executive mobility.
That perception is starting to shift.
Senior professionals are more open to change than before, particularly when the role offers clear strategic impact or international exposure. At the same time, they are also more selective.
Compensation is important, but it is rarely the only factor. Scope of the role, visibility within the organisation, and long-term positioning play an equally significant role in decision-making.
This makes hiring more complex. It is not just about attracting candidates — it is about aligning expectations on both sides.
What This Means for Executive Search in Spain
These trends are reshaping how companies approach executive search in Spain.
Relying on visible candidates is rarely enough. The most relevant profiles are often not actively looking, and in some cases, not even considering a move.
Reaching them requires a more targeted approach, as well as a clear and credible positioning of the opportunity.
Evaluation also becomes more demanding. Beyond experience, companies need to assess how a leader operates in practice — how they handle complexity, how they make decisions, and how they adapt to changing environments.
Executive search in Spain is increasingly shaped by gaps that are not always visible at first: gaps in transformation experience, international exposure, and leadership adaptability.
Understanding these gaps early on makes a difference. Companies that do tend to run more effective processes and make better hiring decisions.
Zavala Civitas: Executive Search Methodology in Spain
Zavala Civitas has operated in the Spanish executive market since 1971. Our search process for mandates in Spain follows five structured phases:
- Alignment meeting: defining the real business challenge behind the role — not just the profile. In Spain, this distinction between stability and transformation mandates is often where the most important scoping decisions are made.
- Psychometric evaluation: using PAPI by Cubiks Talogy to assess aptitude, leadership style, and compatibility with complex, multi-stakeholder environments.
- Structured competency interview: approximately two hours, focused on real decisions made under pressure, international exposure, and capacity to lead through change.
- 360º reference verification: a minimum of four sources across superiors, peers, and direct reports, with particular attention to how the candidate exercises influence in organisations they do not control.
- Executive report: includes a Contrast Profile with a fit percentage, a Leadership Report, and a proposed integration plan for the first 100 days.
Frequently Asked Questions: Executive Search in Spain
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Zavala Civitas has operated in the Spanish executive market since 1971. 92% closing rate across completed mandates.
