From Reactive to Proactive: Why Uncertain Markets Demand Stronger Talent Intelligence
13/03/2025
Alex Martin, Managing Partner, Talent Intelligence explains how TI can be used as a competitive tool
Alex Martin, Managing Partner, Talent Intelligence explains how TI can be used as a competitive tool
Our CEO Katrina Cheverton explains how and why Savannah Group is prioritising Diversity, Equity and Inclusion
Talent mapping is a key tool for companies to hire quality leaders quickly and efficiently.
We explore the key trends shaping the future of HR.
We explore the the 10 most common signs that finance leadership change should be considered.
To meet the demands of tomorrow, the industry must continue to address key themes surrounding talent acquisition, development, and retention.
In response to the demands of an ever-changing world, several key trends are prominent in how companies are approaching leadership hiring in 2025.
What is the most effective way of managing succession? And how can organisations
continue to identify and develop leaders for the future?
External benchmarking offers
critical insights to ensure leadership pipelines are both robust and market aligned.
Savannah’s Talent Intelligence Practice examined the current state of data leadership in the industrial sector in the UK
While much attention is rightly given to finance, legal and operations, human capital is critical for a successful IPO transition.
Savannah Group’s Senior Advisor, Clancy Murphy, examines the potential role of AI in leadership succession
Savannah CEO Katrina Cheverton shares questions which help organisations determine which leadership solution is required in today’s dynamic environment
Whilst the Infrastructure Trends highlighted earlier this year are still at the forefront of leaders’ minds, we have seen four leadership piorities emerge.
Ali Palmer and Clancy Murphy discuss the actions leaders can take to ensure seamless, successful leadership transitions. Four priorities emerged.
Talent Intelligence is being used to support our experts with tangible benefits.
Savannah Partner Richard Ashton gives his guidance to candidates considering their next move.
With 75% of CEOs predicting that AI will significantly change their business in the next three years, where is the talent who will realise its potential?
Katie Chevis and Alex Martin discuss how organisations are benefiting from the relatively new discipline of talent intelligence.
Talent Intelligence continues to evolve as a tool for forward-thinking leaders. Here we examine four of the most common applications of this capability.
Savannah CEO Katrina Cheverton sits down with Senior Advisor and Former FTSE CHRO Clancy Murphy to delve into the solutions for ensuring sustainable diversity.
Savannah’s Talent Intelligence team set about taking a closer look at recently appointed CEOs’ gender diversity and the proportion of women at senior levels in different industries.
Savannah Group’s Next Generation Leadership Institute is examining how non-executive board roles are evolving.
Heads of executive search from across sectors shared their insights on the challenges facing executive TA functions, and how to address them
What is Talent Intelligence and how can it give businesses and leaders a competitive advantage?
Savannah Group announces that Clancy Murphy has joined as Senior Advisor. Clancy will work with clients to operationalise their business strategies through leadership and talent.
76 infrastructure leaders talked to Savannah about the most important trends impacting their businesses
and leadership.
Nick Allan, CEO of Control Risks talks to Ali Palmer, Client Service Partner at Savannah Group.
Study objectives In the context of a difficult hiring environment for technology talent, we set out to answer a series of critical questions. Download full
When it comes to leadership, the modern military does not rest on past laurels but is constantly evolving to embrace technological advances and new strategic thinking. As a result, today’s business leaders have much to learn from the armed forces.
Cyber attacks are expected to exceed $10 trillion annually by 2025. As they become more frequent and sophisticated, the need for leadership cyber talent who can defend against them becomes business-critical.
This report in Savannah Groups’s People and Performance series features lessons for CEOs from the Armed Forces. The British military is renowned for its world-class leadership. Over centuries, they have honed a highly effective structure for identifying and developing leadership talent. The trio of organisations that make up the British Armed Forces – the British Army, Royal Navy and Royal Air Force – are each the size of a FTSE 100 company and have their own leader responsible for managing tens of thousands of people and billions of pounds of budget and assets. They represent the UK on the global geo-political stage, including security, trade, foreign relations and international business partnerships.
How has the DNA of our organisations been altered in recent months? And how will it evolve to support a super-resilient business model that can thrive in times of uncertainty? During our virtual event our panel members discussed practical actions that organisations can take now.
Research from SINTEF, the largest independent research company in Scandinavia, suggests that more data has been collected over the past two years than in the entire history of the human race. The convergence of several technology trends is accelerating this process, resulting in greater access to data, enhanced data storage, faster data mining and innovative utilisation of data in technologies such as AI. So how are businesses taking advantage of this exponential growth in data, and who do they need to hire to create a successful data and analytics function?
We are often asked to find candidates to assume responsibility for multiple functions, none more so than in the CFO role. It is curious however to see where convergence starts to occur further down the organisational structure and how the trends change from year to year and sector to sector.
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