2025 is reshaping what Product & Engineering leadership looks like. AI is impacting org design, hardware is resurging, and boards are raising the bar on what true builders look like. The executives who thrive in this environment will look very different from those who did just a few years ago.
Drawing from our Product & Engineering searches this year – and close work with CEOs, boards, and talent leaders – here are the dynamics most critical to understand in order to make confident decisions and avoid costly missteps.
What we’re seeing:
- AI is reshaping the VP Eng profile: Engineering orgs no longer need armies of developers to scale; AI is automating repeatable work. The leaders in demand today are strategic, hands-on builders who know how to harness AI to run leaner, smarter teams. The traditional “headcount-scaler” credential is applying less and less.
- Engineering RTO is the exception, not the rule: The return-to-office trend is real, but engineering orgs remain largely remote — and that model is here to stay. Regular travel is expected, relocation is rare. The one clear exception: hardware organizations, where 3+ lab days per week are typically critical for credibility and execution.
- Incentives drive outcomes: Many investor-owned search firms optimize for volume to meet investor targets, leading to rushed processes, mis-hires, and overall inferior results. SPMB is one of the only firms of our scale that remains independently owned. That independence aligns our incentives with yours: a fully engaged, custom search effort resulting in durable placements with lasting impact.
- Retained ≠ results. Process and engagement does: Nearly 30% of our current work consists of “rescue searches” after prior, failed retained efforts. The cause is almost always the same: poor calibration and sloppy execution. The cure is simple but rare: true partner-led weekly rhythm, structured assessments, and transparent pipelines. This has always been — and remains — SPMB’s approach.
- Beware of “AI washing” in search: Many search firms today are talking about being AI-first or AI-native, and therefore can fill your search faster with a stronger candidate. Of course we’re leveraging AI too in our everyday workflow, and we actually have the underlying data set and data integrity to make it effective and impactful. But in retained search, reputation, proven track record, and quality of results are what matters most. Frankly, the rest of it is just noise and marketing spin.
Solving our clients’ most challenging problems through talent acquisition has been and remains our top priority in both up and down markets. If we can help you take advantage of current market conditions to expand or upgrade your leadership team, please contact me directly or visit us at SPMB.com
