Silent Quitting at C-Level: Early Warning Signs Headhunters Should Not Ignore
In recent years, the phenomenon of silent quitting — emotionally disconnecting from work without formally resigning — has gained traction in the corporate world. Although it is often associated with operational or middle management roles, this trend is increasingly being seen at the executive level, with even greater consequences. What happens when those expected to lead the company lose emotional connection with their role? And how can a robust executive search process identify these signals before a hire is made?
Exploring this phenomenon through the lens of executive search invites us to rethink not only how we select leaders, but also how we assess their energy, motivation, and long-term vision.
What is Silent Quitting in a C-Level Context?
At senior executive levels, silent quitting rarely manifests through a drop in measurable performance. Quite the opposite — KPIs are often still met. What disappears, however, is the emotional commitment, proactivity, and transformational drive that true leadership requires. It is a quiet form of inner resignation: the executive fulfils basic responsibilities but has lost the fire, the vision, and the sense of purpose that energises a role.
This disconnect can seriously affect decision-making, weaken organisational culture, and create a lack of direction across teams. When a leader is not emotionally present, the entire organisation feels it.
Early Signs Headhunters Should Watch For
Traditional executive search processes are good at detecting skills, achievements, and experience. But to avoid silent quitting, it’s vital to pick up on subtle signs of emotional disengagement early in the conversation. What should you look for?
A common sign is a neutral or overly detached tone when discussing past roles. Candidates who focus exclusively on tangible results without showing passion for the impact they made may be emotionally disengaged. Lack of curiosity about company culture or the future team can also suggest that their interest is purely functional. Another red flag is when a candidate relies heavily on past successes but shows little genuine enthusiasm for innovation or contribution in the next chapter.
The Value of Deeper Evaluation in Executive Search
Preventing silent quitting at C-level is not just the responsibility of the executive or the company — a thoughtful recruitment process can make all the difference. How? Start by incorporating emotional and motivational assessments, alongside technical ones. Understanding why someone is looking for a change is as important as knowing what they can do. It’s also essential to explore personal values and how well they align with the company culture — a strong profile should not only fit, but also inspire. Past patterns of engagement and energy can reveal how long an executive has been able to stay driven and connected in their roles. And finally, go beyond the CV: create meaningful conversations that uncover how they think, what drives them, and what they genuinely want next.
Rethinking Leadership in Executive Search
Evolving workplace expectations and generational shifts compel us to rethink the role of leadership. Today, efficiency alone is not enough; we must seek out individuals who can sustain a vision, inspire through authenticity, and remain emotionally committed to what they do. This requires more nuance, more empathy, and more strategic depth from headhunters.
It’s not just about avoiding silent quitting — it’s about cultivating leadership that is authentic, committed, and sustainable.
Silent quitting at C-level is a subtle but high-impact reality. Though it may go unnoticed in the early months, its ripple effects can be significant across the organisation. For this reason, executive search professionals have a key opportunity today: to evolve towards a more holistic approach — one that considers not only the competencies of a candidate but also their energy, purpose, and genuine commitment to leadership.
Because a true leader doesn’t just take on a role: they transform it.
