Executive Talent in Italy: Towards a New Senior Leadership Paradigm in 2026

Insights from our Executive Compensation & Talent Trends 2026 report for Italy reveal a profound shift in the executive landscape. The challenge is no longer talent scarcity, but a structural transformation in senior leadership expectations. Organisations are not simply looking for experienced profiles; they are seeking senior leaders who can manage complexity, deliver results, and build high-performing environments over time.
In this context, executive mobility is reaching exceptional levels. 95% of senior leaders in Italy are open to new opportunities, with 57% actively looking for a new role. At the same time, 3 in 10 do not expect to stay in their current role beyond the next 12 months, highlighting a shift towards more fluid, opportunity-driven careers.

This evolution brings a critical challenge to the surface: organisational alignment. Only 40% of senior leaders feel confident in their organisation’s ability to adapt to market changes, pointing to a gap between strategic ambition and execution.

The issue is not a lack of ambition, but the ability to translate strategy into clear, shared priorities across leadership teams.

Artificial intelligence is also emerging as a key indicator of leadership maturity. In Italy, 59% of executives report using AI.

However, the real differentiator is no longer adoption, but impact. The senior leaders creating the most value are those embedding AI into decision-making and empowering their teams to leverage it effectively.

Recruitment is also at a turning point. Despite global momentum towards skills-based hiring, Italy remains significantly behind: only 12% of organisations prioritise skills over academic or professional background.
This creates a paradox:  organisations face hiring challenges while still relying on traditional selection criteria.

Finally, while 65% of executives are satisfied with their compensation, this alone is no longer enough to retain talent.

68% highlight a lack of transparency in compensation structures, reinforcing that trust, clarity, and fairness are becoming critical components of the employee value proposition.

These shifts are redefining the relationship between organisations and senior leaders in Italy. To remain competitive, companies must rethink their approach: strengthening alignment, embracing skills-based hiring, unlocking the full potential of AI, and building transparency into their culture.

Because today, senior leaders are not just choosing a role.

They are choosing an environment where they can perform, grow, and make a meaningful impact.