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on partners - tara flickinger
www.redefinepossibility.com
And never end a networking conversation without asking how you can support them in return. Rebuilding your network is a two-way street - showing genuine interest and gratitude fosters long-term connections.
The data in your 2024 Women’s Report shows that in HR, marketing and customer experience functions 60% of executive placements in the last few years were women. However, for leadership roles such as CEO, CTO, CIO and COO less than 15% of executive placements in the last few years were women. How do we continue to narrow that gap?
Bridging this gap requires intentional action, starting with one crucial step: women need to ask.
During a recent panel discussion on this topic, a key takeaway emerged - women often hesitate to negotiate or advocate for themselves, which can limit opportunities for advancement and equitable pay.
To narrow the gap, women need to approach negotiations with confidence and preparation. Start by understanding that the first offer is rarely the best and that employers often expect a counteroffer. Equip yourself with market data to benchmark your worth and approach conversations strategically. Frame your negotiations as a skill you’ll also bring to the company, showing that advocating for yourself translates to strong advocacy for the organization.
ON Partners General Trend Outlook
Private Equity Focus on Compensation and Operational Expertise
In the private equity (PE) sector, operational expertise is increasingly prioritized to drive growth and turnaround strategies.
This has led to significant increases in hiring across executive roles such as revenue, sales, marketing, product, and customer experience.
Compensation trends in this sector are also notable, with candidates demanding higher cash and equity packages. For the full Private Equity Trends report click HERE.
Leadership Tenure and Gender Disparities
CEO tenures have shortened, with over half serving three years or less, particularly in private and growth equity-backed organizations.
Gender disparity persists in executive compensation, with men averaging $461K in total compensation compared to women at $452K. While women negotiate slightly higher base salaries, men often secure larger bonuses and equity payouts. However, women are leading in average total compensation for Director and VP roles, particularly in technology sectors like software, IT, healthtech, and semiconductors. Women also switch roles more frequently, averaging 2.4 years per position over the past decade, in contrast to men, who have increased their tenure. For the Full Executive Womens Compensation report click HERE.
Experience Benchmarks and Emerging Sectors
C-level executives with approximately 25 years of experience are most likely to be hired, making it the sweet spot across industries such as consumer, private equity, and industrial sectors.
Additionally, roles dedicated to sustainability transformation have grown by 21%, driven by company growth and government investment. This has spurred a 111% increase in executive hiring in the energy and cleantech sectors over the past three years, with executive compensation in the space increasing by 9% in the last year alone. These sectors are among the fastest-growing segments served.
These trends highlight shifting priorities in leadership, compensation, and industry focus, shaping the executive job market's future.