As we head into 2026, it’s the perfect time to reflect on what’s working well in your organization and what needs to change. New Year’s resolutions can be powerful. But after years of seeing which ones work best, we like to pass along this observation: it’s the minor, intentional adjustments that consistently outperform the sweeping but unrealistic resolutions.

Below are a few practical New Year’s resolutions,  one set for executive candidates, and one for the hiring leaders we partner with. These are not radical ideas. They’re disciplined habits that, when applied consistently, lead to measurably better outcomes.

For Candidates

Treat Your LinkedIn Like a Living Document

Your LinkedIn profile should never feel “done.” The strongest candidates update their profiles quarterly, adding recent wins, new responsibilities, or expanded scope. Posting a few times a month, keeping your content insightful and relevant, helps build the visibility you’ll need when you’re ready to consider a move.

In 2026, opportunities will find easily visible candidates, even when they are not actively looking. If you wait until the right opportunity comes along to update your profile, it’s likely to pass you by while you’re scrambling to beef up your online presence.

Approach Interviews as Business Conversations

The interviews that create a lasting positive impression are conversations, not performances. What does that mean? It means that yes, you should go into the interview knowing your accomplishments, strengths, goals, and needs. It also means you need to do your homework on the company, position, and, if possible, the hiring manager, so you can go into that conversation with the questions you can’t get answered online. Above all else, it simply means you need to engage with the human sitting across from you. That person needs to understand how you think, not just what you’ve done in the past. The hiring manager isn’t seeking rehearsed answers. They’re evaluating judgment, clarity, and leadership style. Treat the interview like you would a working session, not an audition.

Hiring leaders aren’t looking for rehearsed answers. They’re evaluating judgment, clarity, and leadership style. Treat the interview like a working session, not an audition.

Get Clear on Your Non-Negotiables

Clarity creates confidence. Know your true non-negotiables before entering a search: compensation expectations, culture, pace, decision-making style, and long-term progression.

When executives lack clarity, it shows. When they have it, conversations move faster, and outcomes improve for everyone involved.

For Hiring Leaders

Hire for Where Your Business Is Going

The job descriptions and searches that attract the best candidates for your organization are those that aren’t built around yesterday’s job description. They’re defined around where your business needs to be in 18–24 months.

Before launching a search, ask: What does the organization truly need this role to deliver within the next year and a half? Hiring with that horizon in mind is one of the most reliable tactics for achieving long-term executive success.

Tighten the Hiring Timeline

In 2026, top talent does not wait. We hear it all the time from candidates: a respectful work environment is essential, and nothing conveys respect more than responsiveness to candidates. Every year, lengthy decision cycles, unclear processes, and delayed feedback often cost employers their most exceptional candidates.

Streamlined hiring isn’t about rushing. It’s about decisiveness, alignment, and respect for the candidate’s time. Employers that move with clarity win.

Hiring is a Continuous Cycle, Not an Event. Treat Onboarding as Part of the Search

The most successful searches don’t end on the day the new hire reports to work. They continue. A structured 90-day onboarding plan, including clear priorities, defined stakeholders, and early success markers, dramatically increases the odds of a successful executive transition. From there, great managers know that every day is an opportunity to engage and re-recruit valued team members with ongoing coaching and career support.

It’s not an HR formality; it’s a strategic investment in the outcome you just hired for.

Looking Ahead to 2026

If you put even one of these resolutions into practice, your 2026 hiring and career outcomes will be measurably, meaningfully stronger. In executive search, progress rarely comes from doing more; it comes from doing the right things with intention.

As always, reach out whenever you need guidance or support. We’re here to help.

Happy New Year from all of us at SkyWater Search Partners!