I don’t know whether to thank or ask him for my time and blissful ignorance.
Who do you ask?
I’m talking about the Chief Financial Officer candidate I worked with almost two years ago who said, “Oh, you have to be on TikTok to know where the world is headed.” This was the CFO of a $3 billion global organization. Indeed, he doesn’t have time to waste on an app that doesn’t add value to his life and career.
Off to TikTok I went, curious to see how it might reveal new executive hiring trends shaping the workforce.”
Embracing TikTok’s Influence on Executive Hiring Trends
I waded in the morass reluctantly at first. I thought of it as medicine I had to take if I believed the children were, in fact, our future. I’d scroll for ten minutes here and five minutes there. Yes, it was a lot of repetitive sound clips, dances, make-up tutorials, and University of Alabama first-year students showing their Outfit of The Day (OOTD, of course) as they rushed sororities (#bamatok in 2021. It was a magical time 🙄)
My first impression was TikTok had little substance to offer to this (incredibly hip, vibrant, youthful) GenXer, but I admired these creators for putting themselves out there.
And then?
The algorithm started working.
When the Algorithm Gets It Right: A New Lens on Executive Hiring Trends
Before I knew it, I was fed applicable content from interior designers, immunologists and virologists, Diversity Equity and Inclusion warriors, registered dieticians, New York stage actors, human resources executives, physicians, and veterinarians. And a lot of beautiful and funny cats.
Have I been influenced? You could say so. I am typing this in my home office while strolling along on my new treadmill, which sits underneath my new standing desk. Thank you to the many 20-—and 30-somethings who showed me a day in their lives working for a Big Four/Big Law/FANG company from home with the treadmill setup.
I’m not here to tell you how you can get over 20,000 steps daily while feeling more energized, productive, and optimistic. But I wanted to share what I, a GenX executive search consultant, have gleaned from TikTok that is relevant, useful, and instructive to my career and outlook on business.
I scroll so you don’t have to. You’re welcome.
The Push for Salary Transparency
Hiring executives and those working in recruiting are aware of the new legislation in New York (and beyond) requiring employers to include a salary range, part of a broader move toward income transparency.
It remains to be seen how effective and how much trouble these ranges will incite; we’ve seen executive search salaries range upwards of $500,000, which defeats the purpose of a range in the first place.
That said, I have observed on this platform a significant push from Gen Z and Millennials to drop the veil on compensation, much as they push for transparency on all kinds of things that would make older generations blush.
There are “man on the street” interviewers walking up to strangers on the street in busy metropolitan areas and asking, “How much do you make?” And people tell them! All kinds of corporate and non-corporate jobs.
There are freshly resigned managers from well-known companies touting their employers when they post their roles with a lower salary range than what they paid them.
There is a general, active push to normalize the salary conversation (just as they are normalizing what they weigh, how messy their house usually is, or their colostomy bag) to take out the mystique and power of those hiring.
This active push raises the question: Is salary transparency a good thing for executive hiring trends and the broader workforce?” For organizations, it can promote trust and equity but also presents challenges in setting expectations.
Why This Matters to Executive Search
As salary transparency reshapes the hiring landscape, organizations face the dual challenge of meeting new legal requirements while aligning compensation with market expectations.
The Alexander Group works closely with law firms and corporations to ensure their leadership hiring strategies incorporate fair and competitive compensation frameworks. This approach not only meets compliance but also attracts top-tier talent who value transparency and equity.
Okay, Boomer
A spotlight on just how different the generation’s approaches work. There’s a video trope in countless iterations poking fun at how different generations respond to all manner of workplace situations (i.e., how different generations handle a meeting being scheduled on a Friday afternoon, taking PTO, or the clock striking 5 pm).
Suppose these “funny” videos are to be believed. In that case, Gen Z is only concerned about getting through today because the world is going up in flames anyway, so don’t expect them to work one molecule beyond their job description or schedule.
Millennials are anxiety-ridden and people-pleasing, and Boomers love rules and how things have always been done.
Amusingly, Gen X is more often than not entirely skipped over; we do not exist in the Gen Z content creator’s world. And because I am Gen X, I’m okay with that. I’ll figure it out on my own. I always have.
While many of these videos are incredibly reductive (understatement), I do think that there is truth to be found in the “comedy”; with four generations working alongside one another, it is up to us to investigate what those differences in perspective are and how we can leverage them to be more successful together.
Why These Trends Matter for Leadership Hiring
The generational shifts and workplace trends discussed here aren’t just passing fads—they hold critical implications for executive hiring trends and leadership hiring. For corporate leaders and law firm executives, understanding these dynamics is essential to staying competitive.
For instance, salary transparency reflects a broader cultural demand for openness and trust, traits increasingly sought in leaders. Similarly, generational differences in workplace expectations highlight the need for executives who can bridge divides, foster collaboration, and drive results in a diverse workforce.
At The Alexander Group, we help our clients interpret and respond to these trends. Our expertise lies in identifying and recruiting leaders who embrace these shifts and align with your organization’s goals, ensuring long-term success in a rapidly changing workplace.
Recession or Not, We’re Battening Down the Hatches
I’ve witnessed a blossoming of “de-influencing” videos in the last two weeks. In contrast to the tried-and-true influencing content that tells me, either directly or covertly, that I must have an air fryer, a Gua Sha facial massager, a Stanley cup (not about hockey), or a standing desk with a treadmill underneath it, these videos go through lists of products that they have tried and are not worth your hard-earned dollars.
We could also call these “honest product reviews,” but that wouldn’t be as catchy. From this trend, the economic contraction is being felt at a granular level, and there is pushback on consumerism from younger generations.
I’ve also heard and seen a lot from trend forecasters on TikTok about “recession core” as an aesthetic becoming popular amongst the wealthy. It emphasizes dressing more simply, with less jewelry or expensive accessories, and more emphasis on functionality.
Are these leading or trailing indicators of a dip in the economy? Time will tell, but it’s good to stay vigilant. Emerging executive hiring trends also reflect this economic uncertainty, highlighting the need for adaptable leaders. Organizations are increasingly seeking leaders who can navigate a leaner, more efficiency-focused landscape, aligning with this cultural pushback on consumerism.
Layoffs, Layoffs, Layoffs
Two or three weeks ago, if you were scrolling through TikTok, you could conclude that every tech employee in the US was being laid off. Reductions in force (RIFs) have been a fact of corporate life since the Dawn of Corporations, but in the past, they looked and felt more like faceless numbers in the headlines and a nebulous, encroaching sense of doom.
This time, it feels different. With access to a tool like TikTok, the individuals affected can share their stories directly to the camera and access a limitless audience. Multiple videos have gone viral that show the actual layoff happening over Zoom; the more cold and heartless the dismissal, the more viral.
From there, I’ve followed several laid-off tech employees as they share their “day in the life” videos, looking for their next job and trying to stay sane (or trying to go viral and not have to get another tech job.) The window this access has provided into the layoff and job search process has spawned, in turn, countless reaction videos and more profound thought into the waves of hiring and firing and what employers owe their employees.
Again, transparency, enabled by new tools and direct access, will likely change the dynamics within the org chart.
Take all of this with a grain of salt
The double-edged sword of TikTok is the algorithm; it will get to know you quickly to a sometimes-spooky degree, but it can lead you to think that everyone out there is interested in and seeing the same things as you. I will tell you what that CFO did not:
- Follow @veronicaandthebabyboo if you like cats.
- Go forth; engage with a few opposing points of view.
- Set a time limit.
Stay Ahead of the Executive Hiring Trends
Our workplaces are evolving faster than ever, shaped by digital platforms, generational shifts, and economic pressures, and staying ahead of these changes isn’t optional—it’s essential.
As executive hiring trends evolve, The Alexander Group serves as a strategic partner, helping organizations navigate shifting workplace dynamics, compensation, and leadership to secure executives who excel today and drive future success.