Executive jobs and leadership positions in Ireland

As an established leader, your expertise, strategic abilities and ambition are invaluable to organisations.

Search for a Job

Our recruitment experience in executive jobs

Hays Executive has been working with a wide range of public, not-for-profit and private sector organisations for 30 years. To secure your next executive role, our executive consultants have the dedicated search processes, comprehensive industry networks, and expert guidance for senior professionals who wish to make a lasting impact. 

We successfully identify and place over 300 executives each year at C-suite, chair and board level, and other non-executive roles across Ireland and the UK, as well as a range of specialist and challenging positions on a retained basis.

Browse our latest executive opportunities. 

Hays Executive has maintained a 95% successful appointment rate since 2017 and won the Chambers Ireland In-Business Recognition for Best Executive Recruitment in 2021

Executive Appointments Client review

Arlene Sheridan was extremely professional, well-organised and articulate and delivered on all our agreed expectations with her colleague Rory O'Riordan. Hays offered us access to an unrivalled talent pool of senior candidates. We were truly happy with the service from Hays.

- CEO, Public Sector

Our recruitment process

Magnifying glass

Head Hunting Services

Understanding your needs, business and culture

Dart board with arrow

Identifying the Right Leaders

Utilising our networks, resources and expert staff

Handshake

Process Support

Guiding you through the process with years of best practice

Team

Seeking your next Executive role?

Contact the team directly at ExecutiveSearch@hays.ie

Career advice from Hays

View all career advice

loading

Executive jobs FAQs

This list could be infinite, but the following are what could be considered essential leadership qualities: the first is integrity, which is key to building trust amongst teams. Whether it’s calling out accomplishments or acknowledging mistakes, integrity is something employees value highly.  

The second is communication – which is essential to motivating and instructing staff. Poor communication can lead to poor outcomes.

The last is decisiveness – being willing to take on the risk of decision-making and accepting accountability. A prolonged debate and lack of decisiveness will often result in decisions that please no one.

The questions leaders need to ask are those that invite teams to come together and explore opportunities that as an organisation, you might not have yet considered: 

  • What emerging unmet needs of our customers could create the opportunity for new business? 
  • How can we move from one-size-fits-all products and services to personalising the experience to each customer? 
  • How can we develop supply networks that would be more flexible in responding to unanticipated disruptions in production or logistics? 
  • How could we leverage third party services and experience to address a broader range of our customer needs? 

In today’s complex operating environments, organisations succeed not because leaders “drive activity” or are technical experts, but because they maximise human capital.  

The value that leaders bring is being able to identify what technical skills someone on the team must have and what high level expertise and performance looks like. However, they don’t need to be the source of technical competence themselves. 

Their role is to keep pace with the latest technological developments as best they can and ensure that any new technology is integrated into their teams as seamlessly as possible.