A Midyear Opportunity to Reinforce Leadership and Talent
June 3, 2026 – With June now underway, the midpoint of the year offers a natural opportunity for leaders to evaluate progress and prepare for the months ahead. As priorities shift and organizations look toward second-half objectives, now is an ideal time to focus on the people, structure, and leadership capabilities that will drive future performance. A deliberate investment in talent today can create a stronger, more agile organization tomorrow.
Summer might bring slower sales or lighter schedules, but it also offers a valuable opportunity to transform your team, according to a recent report from The Bridger Group, a 57-year-old executive search firm working exclusively in the building products and commercial interior products industries.
“Today’s talent landscape is shifting,” The Bridger Group report said. “Workforce expectations are evolving, markets are tightening, and leadership gaps are becoming more visible. If you want to stay ahead, now is the time to make strategic moves that strengthen your team from within.”
1. Reassess Your Current Team Dynamics.
Take stock of your current structure, The Bridger Group report explained. Are you organized for the market you’re in or the one you’re preparing for? Are your roles clearly defined? Do you have the right people in leadership? “Summer is the right time to ask hard questions,” the study said.
Who on your team is ready to grow? Who needs coaching or skill development? Are your top performers being challenged and supported? “Revisit your org chart as a tool that reflects where you are going, not just where you’ve been,” The Bridger Group report added.
2. Refresh Your Talent Pipeline.
Top talent is always open to opportunity, The Bridger Group report pointed out. “Many leaders go quiet in the summer months, but this is the perfect time to stay active,” it said. “Use this window to connect with passive candidates, re-engage people who were interested in the past, and build a list of specialists you may need in the months ahead. Hiring might not happen immediately, but building a bench now gives you a strong advantage later.”
Executive Search Continues Its Confident Climb As Transformation Takes Center Stage
The executive search industry entered 2026 from a position of strength. According to Hunt Scanlon, fee revenue at the 50 largest executive search firms in the U.S. / Americas – the global talent sector’s largest and most dominant region – jumped 11 percent last year, topping out at $6.69 billion. Seventy-five percent of search firms on the roster polled by Hunt Scanlon reported positive growth, with nearly half (24 firms), expanding by double digits. By every measure, it was a big year.
Leadership demand across private equity and venture capital, healthcare services and healthcare tech, financial services, technology, AI, and professional services swelled last year. Legal recruiting, particularly the business of finding elite law firm partners, accelerated as strategic expansions across the sector exposed acute high-impact partner shortages.
To read the full issue of Hunt Scanlon Media’s 2026 Rankings Edition of Executive Search Review, click here!
3. Rebuild Trust with Stay Interviews.
Exit interviews come too late, according to The Bridger Group study. “Stay interviews give you a chance to understand what keeps your best people engaged,” the firm said. “Block off time for one-on-one conversations with your high-potential team members. Ask what’s working for them, what drains their energy, and what would make them consider leaving. These check-ins open the door to honest feedback and help you keep your top performers before they start looking elsewhere.”
Related: When Search Fatigue Leads to Costly Hiring Mistakes
4. Reset Expectations and Re-Align Goals.
The Bridger Group also noted that some teams slip into autopilot. “Summer gives you a natural chance to reset,” the report said. “Bring everyone together and clarify what success looks like for the next 90 days. Make sure individual goals are aligned with company priorities. Revisit your pace and adjust where needed. Strong teams stay connected by checking in often and making sure everyone is rowing in the same direction.”
5. Reignite Culture and Purpose
When things get busy, The Bridger Group says that culture can take a backseat. “Use the slower season to bring your team’s purpose back into focus,” the firm said. “Host a leadership session. Acknowledge progress. Talk about what matters beyond the daily numbers. People want to feel that their work has meaning. Reinforcing that message helps reconnect your team to the bigger picture.”
“You don’t need to tear everything down to transform your team,” The Bridger Group report concluded. “Start by being intentional. Small moments of focus and follow-through lead to bigger changes over time.”
The Bridger Group’s expertise encompasses various product verticals, including roofing, flooring, doors, insulation, and windows, allowing them to tailor their search processes to the specific needs of their clients. The firm operates across the U.S., Canada, and Latin America, serving a diverse clientele in the building materials and commercial interiors industries.
Jordan Underwood is managing partner at The Bridger Group. He has spent the majority of his career in sales, and he thrives in this environment. Mr. Underwood enjoys helping clients and candidates meet their goals and will go above and beyond to ensure they succeed. His background working in financial sales in Chicago also gives him unique insight into running the operations side of the business.
Related: How to Kick Off an Executive Search the Right Way
Contributed by Scott A. Scanlon, Editor-in-Chief and Dale M. Zupsansky, Executive Editor – Hunt Scanlon Media
