News

November 2025

In a recent conversation on the Reimagining You podcast, Poul Pedersen, Founder & Executive Chairman of Pedersen & Partners, and Michael Al-Nassir, Equity Partner, Head of META and Head of Private Equity Practice APMEA, sat together with host Dr. Elie Daher to discuss their career journeys and the evolution of leadership roles in a global context.

Drawing from their experience guiding over 2,000 senior executives through significant pivots, identity shifts, and international moves, they share perspectives valuable to both leaders and organisations. The conversation was candid and practical, exploring how leaders can build their personal brand, expand their influence, and stay relevant beyond their title.

Explore the key takeaways below:

Executive Search firms are engaged by companies, not by executives
If you’re actively looking for a new role, an Executive Search firm may only be able to help you at that time if a client happens to be searching for someone with your profile. The Executive Search process is thorough and typically involves three approaches: direct search & market mapping, leveraging a network of references and recommendations, and using AI to mine our proprietary database built over 25 years through thousands of interviews globally. After multiple interviews, assessments, and reference checks, the company makes the final hiring decision.

Staying Relevant Beyond the Title
If you’re an executive who has grown comfortable with an impressive title, a great company, and the doors they open for you, you risk becoming a PIP - “previously important person” when you move on from your corporate role. Don’t let that be your story. Build your personal brand and prepare for change.

Your digital footprint matters, but it’s not everything
A strong LinkedIn profile can help you get noticed, but in many markets, traditional networking, personal recommendations, and comprehensive market mapping are still key. Sometimes, the best candidates aren’t even online. Your digital presence may create a good first impression, but real assessment happens through conversations, references, and a deep understanding of the talent landscape.

Beyond Psychometrics: Business Results and Real Conversations Matter Most 
Some companies put a lot of weight on psychometric tests, but for search consultants, they’re just one part of the toolkit. You can train for them - it’s smart to prepare - but don’t let your score define you.
Business results and the ability to have a meaningful conversation about real challenges and achievements are what set candidates apart. What matters is whether their experience aligns with what the client needs and the best consultants know how to dig to find the real results & achievements by asking the right questions.

What Makes a Candidate Successful? Authenticity is essential
By the time we put a candidate in front of a client, we have already ensured that there is a degree of compatibility. As for the interview with the client, there is no magic formula - knowing the company, being yourself, and listening as much as you talk are crucial. If you don’t get the role, use feedback to learn and grow. Sometimes, it’s about fit, not just skills, and a single conversation or reference can make all the difference.

Navigating Culture and Personality 
Cultural context can be a dealbreaker, even for highly qualified candidates. A leader might pass several interview rounds, but still be rejected at the final stage because they didn’t fully understand local business culture or expectations. What is considered assertive in one country might seem pushy in another. Leaders and candidates need to understand these nuances - empathy and adaptability are key.
An open conversation about local culture, coupled with feedback, can help a candidate succeed after an initial setback and even turn a second chance into a successful outcome.

Career pivots and reinvention are possible at any stage
People leave banking to become musicians, lawyers become singers, and executives reinvent themselves as entrepreneurs. Sometimes, the boldest moves come after a push or a disagreement. Reinvention isn’t just for the young - it’s for anyone willing to take the leap.

Future Skills for Career Success
Agility, adaptability, and emotional intelligence are essential for the future. Hard skills matter early on, but as you age, energy, health, and the ability to connect with others become even more important. AI and automation are changing the game, but the ability to empathise and pivot remains crucial.

Dispelling the Age Myth
The idea that your career ends at a certain age is a myth. Experience is valuable, especially in tough times. Sometimes, “grey hair” is exactly what companies need to weather a crisis or lead a turnaround. In fact, after a crisis, there is often more demand for people with the kind of experience and perspective that only comes with age.

Introspection and networking matter
Candidates often forget to ask themselves if they’re truly the right fit for a role. Honest self-reflection is crucial. And do not underestimate the power of relationships - a spontaneous CV with a trusted referral can open doors that achievements and roles cannot.

Watch the full interview on Youtube: https://youtu.be/tz72v5Vt98s