The executive search market in Quebec is going through a period of profound transformation in 2026. Between the persistent shortage of skilled labour, the changing expectations of professionals and the emergence of new technologies, companies must rethink their strategies to attract and retain the best talent. According to data from Statistique Québec, the vacancy rate in management positions remains among the highest in a decade. This guide offers you a complete vision of the best practices for successful executive recruitment in the current context.
The state of the executive job market in Quebec
The most in-demand sectors
Several sectors are showing particularly strong demand for management positions in 2026. The manufacturing sector is actively looking for production managers and plant managers who can lead the transition to Industry 4.0. The technology sector continues to grow exponentially, while financial services and retail are facing digital transformation challenges that require experienced leaders.
Salary trends
Competition for top talent has led to a significant increase in compensation. Management positions in Quebec show average increases of 5 to 8% compared to 2025, with significant variations depending on the sector and region. Complementary benefits — flexibility, hybrid work, wellness programs — are playing an increasingly important role in candidates’ decisions.
The key steps of a successful recruitment process
Defining the ideal profile
Before launching any search, it is essential to precisely define the profile of the ideal candidate. This step goes far beyond the simple job description: it involves a thorough reflection on the technical and behavioral skills required, the organizational culture, the specific challenges of the position and the objectives to be achieved in the first 12 to 24 months. A human resources advisor can help you in this structuring process.
Choosing the right search strategy
Depending on the level of the position and the rarity of the profile, different approaches can be considered. For senior management positions, headhunting remains the most effective method. For middle management positions, a combination of targeted posting and active search in professional networks usually offers the best results.
Comparison of executive search methods
| Method | Target Positions | Average Time | Success Rate | Approximate Cost |
|---|---|---|---|---|
| Traditional Posting | Intermediate Management | 6 to 10 weeks | 40 to 55% | $2,000 – $5,000 |
| Agency Recruitment | Management Specialists | 4 to 8 weeks | 60 to 70% | 15-20% of salary |
| Headhunting | Management and C-suite | 8 to 12 weeks | 85 to 95% | 25-35% of salary |
| Internal recommendations | All levels | Variable | 45 to 65 % | Reference premium |
| Professional Social Media | Intermediary Management | 4 to 12 weeks | 35 to 50% | $500 – $3,000 |
The most sought-after skills among executives in 2026
Adaptive Leadership
The ability to navigate uncertainty and mobilize teams in contexts of rapid change has become the number one skill sought after by employers. Leaders who combine strategic vision and operational agility are particularly popular.
Emotional Intelligence and Human Management
The post-pandemic era has shone a light on the critical importance of emotional intelligence in leadership. Organizations are looking for executives who can create inclusive and engaging work environments, while maintaining high performance standards. An HR business partner can help you assess these skills in candidates.
Digital and technological skills
Even in non-technological functions, mastery of digital tools and an understanding of the challenges of digital transformation are now essential for executives. This requirement extends to artificial intelligence, data analytics and cybersecurity.
Mistakes to avoid in executive recruitment
There are several common pitfalls that can jeopardize the success of an executive recruitment. Among the most common are rushing under pressure to fill the position quickly, neglecting cultural fit in favor of technical skills alone, offering below-market compensation, or underestimating the importance of the onboarding process. Each of these errors can result in significant direct and indirect costs to the organization.
The importance of integration and monitoring
Recruitment does not end when the contract is signed. Structured onboarding and regular follow-up during the first few months are essential to ensure the success of the new executive in his or her role. Best practices include a 90-day onboarding plan, sponsorship by a senior team member, and regular follow-up updates with human resources and management.
Frequently asked questions
What is the average salary of a senior executive in Quebec in 2026?
Salaries vary widely by industry, company size, and region. On average, a department chair earns between $120,000 and $180,000, while a vice-president can earn between $180,000 and $300,000 or more, not including bonuses and benefits.
How long does it take to recruit a senior executive?
The entire process, from defining the need to starting the candidate, usually takes between 3 and 6 months. This period includes research (4 to 12 weeks), interviews and evaluations (2 to 4 weeks), negotiation (1 to 2 weeks) and advance notice of the candidate (2 to 4 weeks).
Should an internal or external candidate be preferred for a management position?
Both options have advantages. Internal promotion promotes talent retention and engagement, while external recruitment brings new perspectives and skills. The best approach is often to evaluate internal and external candidates according to the same objective criteria.
How to assess a candidate’s leadership skills?
A rigorous assessment combines several methods: structured behavioural interviews, validated psychometric tests, in-depth reference checks, and ideally a role-playing or assessment center. A professional headhunter masters all of these techniques.
Preparing your recruitment strategy for 2026
Executive recruitment in 2026 requires a strategic, methodical approach that is adapted to the realities of the Quebec market. By investing in best practices and surrounding yourself with specialized partners like Hera Human Resources, you maximize your chances of finding the leaders who will propel your organization towards its goals.