Executive Space

Your place to talk about talent management and all that it entails.

Posts by:

Alberto Fernández Varela

The photograph illustrates the concept of compensation policies and senior talent through a symbolic composition. A row of white cubes, each representing individuals or talent, aligns diagonally on a vibrant blue background. Four green cubes, displaying a growth or positive trend icon, are strategically placed around them, pointing with white arrows towards the line of talent.

Senior talent & compensation policies: A comparison with the U.S.

In today's demographic landscape, managing senior talent (professionals aged 50/55 and over) has become a crucial strategic challenge for companies. The vast experience, consolidated knowledge, and strong work ethic of this group are invaluable assets. So, how can we retain and leverage this potential? We'll analyze compensation policies in Spain, comparing them with the U.S. model, to identify strategies that boost senior professional engagement.

Despite an increase in activity rates among 50 to 64-year-olds in Spain, challenges like senior unemployment and a decline in labor participation after 60-65 persist. Ageism and the cultural perception of retirement as a definitive withdrawal limit opportunities. Many SMEs also lack specific programs to retain and develop this crucial talent.

It's essential to rethink talent management strategies, especially compensation and benefits policies.

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Interim manager leading a team in an industrial company, reflecting efficiency, leadership, and strategic management.

Interim Managers: the key to success lies in how you hire them

The interim management market in Spain continues to grow, although it is still far from the consolidation seen in countries such as the United Kingdom, France, Germany, or the Netherlands. A relevant fact is that only 20% of interim management assignments are intermediated by specialized companies, known as service providers, while the majority are managed directly with freelance professionals within trusted contact networks.

While directly hiring an interim manager may seem faster or cheaper in the short term, the reality is that turning to a specialized interim management provider offers strategic advantages that optimize investment and minimize risks. We explain why.

 

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Executive in professional transition with strategic guidance | executive outplacement support

Negotiating an executive’s departure: How to ensure a secure future

At Servitalent, we understand that parting ways with an executive is a delicate process for both the company and the individual involved. Beyond financial considerations, managing this transition strategically and professionally can positively impact corporate reputation, workplace climate, and future relationships with key professionals.

However, professional transition is a specialized field that requires a distinct approach. That’s why Servitalent collaborates with Vasis Conseil, a national leader in this area, to provide top-tier executive outplacement services. Through this partnership, we help companies navigate these situations with professionalism and sensitivity.

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Executives Navigating a Changing Landscape Driven by Artificial Intelligence: Strategic Vision and Agility

DeepSeek and leadership in the age of AI disruption: Key competencies for executives

The emergence of DeepSeek, a Chinese artificial intelligence startup, has sparked a true revolution in the global tech market. Its disruptive and highly efficient model is challenging well-established companies, proving that even the most stable industries are not immune to unexpected change. But this phenomenon is not exclusive to technology—any market can be vulnerable to disruption.

For business leaders, the key question is: how can we navigate this shift, and what competencies are essential to thrive in this new environment?

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AI as a model for making human resources more efficient

AI and technological autonomy: The engine transforming talent management

At Servitalent, we understand that talent management is the heart of any competitive organization. We help companies find and develop the right people, but we also recognize that to do this effectively, we need innovative tools that allow us to be fast, precise, and adaptable. This belief led us to a key strategic decision: to embrace technological autonomy to optimize our talent processes.

 

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EAG criterias and companies

Sustainable leadership: The influence of ESG criteria on executive selection

Sustainability and social responsibility are no longer just trends; they have become fundamental pillars of corporate strategy. ESG (Environmental, Social, and Governance) criteria are transforming the way organizations select their leaders, driving a shift toward more ethical leadership aligned with corporate values. In this article, we explore how ESG principles are impacting executive selection and how companies can leverage these criteria to their advantage.

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