Hiring Leadership in a Candidate-Short Market: What’s Really Changed

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The leadership hiring market has shifted—and not subtly.

Across industries, organisations are facing a persistent shortage of senior talent at the very moment when strong leadership matters most. Growth agendas, transformation programmes, and succession risks are colliding with a market where the best candidates are not actively looking.

In this environment, traditional hiring approaches fall short. Successful leadership appointments now depend on three critical realities: access to passive talent, a compelling employer value proposition, and a clear-eyed understanding of market conditions.

1. The Real Market Is Passive

At the leadership level, the strongest candidates are rarely scanning job boards or responding to adverts. They are performing, progressing, and selectively listening—if at all.

This means leadership hiring has become less about “filling a vacancy” and more about engaging an audience that isn’t looking. Organisations that rely solely on inbound applications risk seeing a very narrow—and often misaligned—talent pool.

Effective executive search in a candidate-short market requires:

  • Proactive identification of leaders who are succeeding in comparable or adjacent environments

  • Discreet, credibility-led outreach that sparks curiosity rather than urgency

  • Time and care invested in building trust before discussing opportunity

Without this, companies often default to “available” rather than “exceptional.”

2. Your Employer Value Proposition Is Under the Microscope

Senior leaders are making more considered career decisions than ever before. Compensation still matters—but it is rarely the deciding factor.

What passive candidates want to understand is:

  • Purpose: Why does this role exist now? What problem am I being hired to solve?

  • Mandate: How much real authority will I have to lead and influence change?

  • Culture: What is rewarded, tolerated, and truly valued at the top of the organisation?

  • Trajectory: Where does this role lead—in 18 months, in five years, and beyond?

In a candidate-short market, organisations are no longer just assessing talent. Talent is assessing them.

A clear, authentic employer value proposition—one that goes beyond slogans and speaks honestly about challenges as well as opportunities—has become a decisive advantage.

3. Market Realism Is Non-Negotiable

One of the biggest barriers to successful leadership hiring today is misalignment between expectations and market reality.

This often shows up as:

  • Role briefs that combine multiple senior positions into one

  • Compensation benchmarks based on historic, not current, data

  • Timelines that underestimate how long it takes to engage passive leaders

Market realism does not mean lowering standards. It means understanding what it truly takes to secure the calibre of leadership you are seeking—and being prepared to compete for it.

Organisations that adapt quickly, remain open to adjacent skill sets, and partner with search firms who provide honest market insight consistently outperform those who don’t.

The Bottom Line

In a candidate-short market, leadership hiring is no longer transactional. It is strategic, consultative, and deeply human.

Those who succeed are the organisations willing to:

  • Look beyond active candidates

  • Clearly articulate why a leader should join—and stay

  • Align ambition with market reality

At Athena Executive Search, we work alongside boards and executive teams to navigate exactly these challenges—connecting organisations with leaders who are not just qualified, but genuinely aligned.

Call to Action

If you are planning a critical leadership hire—or reassessing your leadership pipeline in today’s market—we’d welcome a confidential conversation.

Let’s talk about what exceptional leadership looks like for your organisation, and how to secure it.

Email: enquiries@athena-executive.com

Succession Planning in Specialist Manufacturing Sectors: Building Leadership for Long-Term Stability

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In specialist manufacturing sectors—such as print, packaging, industrial production, engineered materials, and highly regulated technical environments—leadership continuity is not just a “nice to have.” It is critical to operational performance, customer confidence, and long-term growth.

When leadership transitions are poorly planned, manufacturers face real risk: production disruption, talent loss, cost escalation, and strategic drift. But when succession planning is done well, it becomes a competitive advantage—protecting the business today while strengthening it for tomorrow.

At Athena Executive Search, we work closely with specialist manufacturing leaders to design succession strategies that support stability, risk mitigation, and long-term leadership strength.

Why Succession Planning Matters More in Specialist Manufacturing

In many manufacturing environments, success relies heavily on experience, technical depth, and operational knowledge built over years. Leadership often has deep ties to:

  • customer and supplier relationships

  • production schedules and site operations

  • safety and quality standards

  • process efficiency and cost control

  • workforce continuity and labour stability

This means transitions require more than a standard handover. They require deliberate planning—because the impact of leadership gaps can be immediate and expensive.

Internal vs External Successors: Choosing the Right Path

A strong succession strategy doesn’t always mean promoting from within—nor does it always require bringing in someone new. The best succession plans evaluate both internal and external options based on the reality of the business, its future goals, and the leadership capability required.

Internal Successors: Continuity and Cultural Stability

Promoting from within can provide:

  • faster transition with minimal disruption

  • strong cultural alignment and workforce trust

  • existing knowledge of systems, processes, and people

  • proven credibility on-site

However, internal succession also brings challenges. Companies must assess whether the internal candidate has the full executive capability required—especially if the role is expanding or the business is entering a growth or transformation phase.

Key considerations:
✅ Are they ready to lead at the next level?
✅ Do they have strong stakeholder management experience?
✅ Can they drive change—not only maintain operations?

External Successors: Fresh Capability and Strategic Growth

External hires can add value by bringing:

  • new leadership perspective

  • exposure to modern systems, lean processes, and best practice

  • experience in scaling businesses or navigating complexity

  • strong commercial or transformation expertise

Yet external succession also comes with risk, particularly in specialist manufacturing environments where leadership credibility must be earned quickly and operational learning curves can be steep.

Key considerations:
✅ Can they adapt to the culture and pace of the plant?
✅ Do they have the technical understanding to lead effectively?
✅ Will they retain the trust of long-tenured teams?

Risk Mitigation: Protecting the Business Through Transition

Succession planning is ultimately a risk management tool. In specialist manufacturing sectors, the biggest risks often include:

1. Operational Disruption

A sudden leadership departure can delay production, disrupt supplier relationships, and create execution gaps. A succession plan ensures continuity and clarity in decision-making.

2. Loss of Key Knowledge

Leadership transitions can lead to valuable expertise leaving the business—particularly in industries where process knowledge is not always fully documented. Identifying successors early allows for knowledge transfer and structured development.

3. Talent Flight and Workforce Uncertainty

Employees notice leadership instability. When leaders exit without a clear replacement plan, it can weaken morale and prompt high performers to look elsewhere. Succession planning signals stability and confidence.

4. Poor Hiring Decisions Under Pressure

When businesses hire reactively, they often compromise on fit. Succession planning gives time to define the leadership profile carefully and select a successor who truly matches the needs of the role and business strategy.

Long-Term Leadership Stability: Building a Stronger Future

Succession planning is not just a “replacement plan.” It’s about strengthening leadership pipelines and ensuring the business is future-ready.

Long-term leadership stability requires:

  • identifying critical roles beyond the CEO level (Operations, Plant Leadership, Commercial, Technical, Finance)

  • developing high-potential leaders with structured mentorship and exposure

  • proactive workforce planning aligned to business growth, succession timelines, and risk areas

  • long-term hiring strategies that strengthen capability before a crisis occurs

When succession planning is done well, it supports:
✅ business continuity
✅ stable performance and governance
✅ confident investor and customer relationships
✅ reduced leadership risk
✅ stronger internal culture and retention

Succession Planning Is a Leadership Decision—Not an HR Exercise

The most successful manufacturers treat succession planning as a strategic leadership responsibility. It should be actively supported by the board, ownership team, and executive leadership—not only addressed when someone resigns or retires.

At Athena Executive Search, we help specialist manufacturing businesses plan for leadership continuity through:

  • executive succession mapping

  • internal leadership benchmarking

  • discreet external market mapping

  • targeted executive search for key succession-critical roles

Call to Action

If your business operates in a specialist manufacturing sector and you want to reduce leadership risk, strengthen continuity, and build long-term stability, Athena Executive Search can support you.

Let’s schedule a confidential discussion to review your succession strategy, benchmark your leadership capability, and map the next generation of leaders for your business.

Email: enquiries@athena-executive.com

Navigating Confidential Executive Searches: What Senior Leaders Need to Know

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Confidential executive searches are a hallmark of leadership hiring at the highest levels. They can feel uncertain—even unsettling—for candidates who are used to transparency and direct access to decision-makers. Yet confidentiality is not only common; it is often essential to protecting the business, the role, and the executives involved.

At Athena Executive Search, we believe candidates deserve clarity, trust, and professionalism throughout the process—especially when discretion is required. Here’s what senior leaders should know about confidential searches, how reputable search firms protect candidates, and how to prepare to move forward with confidence.

Why Confidentiality Exists in Executive Searches

Confidential searches are not designed to be secretive for the sake of secrecy. In most cases, confidentiality is a strategic necessity that protects multiple stakeholders.

1. Protecting the Business

Organizations often initiate confidential searches when the role is tied to sensitive business priorities, such as:

  • A restructuring or transformation initiative

  • Succession planning at the C-suite or board level

  • Market expansion, acquisition, or divestment activity

  • Performance-related leadership changes

In these situations, early disclosure can create uncertainty internally and externally—impacting employees, investors, partners, and even competitors.

2. Preserving Leadership Stability

If a current executive is still in role, the company may need to avoid disruption while planning for a transition. Premature visibility can affect leadership credibility, internal morale, and organizational continuity.

3. Protecting Candidates

Confidentiality is also in the best interest of senior candidates. At the executive level, exploring a new opportunity can create reputational and professional risk if word spreads within the market. Discretion protects you while you assess the role thoughtfully.

How Search Firms Protect Candidates

A trusted executive search partner plays a critical role in ensuring candidates are treated with professionalism, care, and confidentiality at every stage.

1. Controlled Information Sharing

In a confidential search, details are released intentionally and only when appropriate. Typically, a search firm will share:

  • The scope and purpose of the role

  • Leadership expectations and success measures

  • Cultural environment and reporting structure (where possible)

  • Compensation range or philosophy (where available)

Company name and identifying details may be withheld early on, but a reputable firm will still provide enough context for you to evaluate initial alignment.

2. Candidate Identity Is Never Assumed to Be “Available”

A professional search firm never circulates your name or profile without explicit consent. Your candidacy is treated as private—especially in industries where leaders are highly visible.

3. Direct Communication and Clear Process

Executives should expect a structured, high-touch experience, including:

  • A clear timeline and next steps

  • Honest feedback when possible

  • A discreet interview process

  • Secure handling of documents and references

At Athena, we ensure candidates know what to expect, where they stand, and how decisions are being made—without compromising confidentiality.

4. Reference and Backchannel Protection

Senior candidates are often understandably cautious about references. A high-quality search firm will:

  • Never contact references without approval

  • Align on who can be approached and when

  • Ensure proper discretion in market referencing

The goal is to protect your standing while still supporting a robust selection process.

How Executives Should Prepare for a Confidential Search

Even in a discreet process, candidates can lead with confidence. Here are three ways to prepare:

1. Clarify Your Leadership Narrative

Confidential searches tend to move efficiently once fit is confirmed. Be ready to articulate:

  • What you lead best

  • Where you create value fastest

  • Your approach to complexity and transformation

  • What you want next—and why now

A strong narrative builds trust early and helps the search partner position you effectively without overexposing sensitive details.

2. Stay Discreet and Intentional

It can be tempting to “ask around” to figure out which company is hiring. In confidential processes, that can backfire and compromise both you and the search. Let the search partner guide the release of information appropriately.

Professional discretion signals executive maturity—and protects your reputation.

3. Prepare for Depth, Not Volume

Unlike general recruitment, executive searches prioritize quality over speed. Expect fewer steps—but deeper ones. You may be assessed on:

  • Leadership judgment and decision-making style

  • Ability to lead through ambiguity

  • Stakeholder management

  • Strategic thinking and cultural alignment

Be ready for high-level discussions that focus on impact, not just experience.

Confidential Doesn’t Mean Unclear

A confidential search should never feel unprofessional or vague. The best executive search firms balance discretion with respect—providing candidates with meaningful insight, consistent communication, and a process built on trust.

At Athena Executive Search, we treat confidentiality as a responsibility. Our role is to protect the integrity of the search and the executives who take the time to engage in it.

Call to Action

If you are a senior leader considering your next move—or you’ve been approached for a confidential opportunity and want to navigate it strategically—Athena Executive Search is here to support you.

Connect with our team to begin a confidential conversation about your leadership goals, market opportunities, and what’s next.

Email: enquiries@athena-executive.com

Why Specialist Executive Search Matters in Niche Markets

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In today’s talent landscape, niche markets are becoming increasingly competitive—and increasingly complex. Whether you’re hiring in a highly regulated industry, a fast-evolving technical space, or a sector where leadership talent is limited and closely networked, the margin for error is small.

That’s why specialist executive search is not a “nice to have”—it’s a strategic advantage. At Athena Executive Search, we partner with organisations operating in niche markets to secure leaders who can deliver impact quickly, align with culture, and thrive in environments where the wrong hire can be costly.

Below, we explore why specialist executive search matters, and how it reduces risk while improving hiring outcomes.

1. Talent Scarcity: Niche Markets Demand Targeted Search

In niche industries, top talent is rarely active in the job market. The most capable leaders are often already placed, performing well, and not responding to general recruitment outreach. This creates a scarcity challenge: strong candidates exist—but they are difficult to identify, engage, and secure.

Specialist executive search addresses this by focusing on proactive, relationship-led headhunting rather than relying on inbound applications.

A specialist search partner understands:

  • Where niche leadership talent is most likely to be found

  • Which competitors, adjacent industries, or comparable environments hold transferable candidates

  • How to approach high-performing executives with credibility, discretion, and a strong value proposition

  • What motivates passive candidates to consider a career move

In short, specialist search does not depend on chance. It is designed to uncover the talent others do not reach.

2. Industry Knowledge: The Difference Between “Similar” and “Right”

In niche markets, surface-level experience is rarely enough. Job titles can be misleading, CVs can appear comparable, and technical language can be misunderstood by generalist recruitment teams. The difference between a candidate who is “similar” and one who is genuinely “right” often comes down to context.

Industry knowledge enables a specialist executive search partner to assess what matters most, such as:

  • The candidate’s understanding of the operational realities and constraints within your market

  • Their ability to navigate industry-specific complexity, risk, and compliance demands

  • Their credibility with stakeholders, clients, investors, or regulators

  • Their ability to lead in an environment where reputation, networks, and influence play a significant role

At Athena Executive Search, we evaluate more than capability. We assess relevance, cultural fit, leadership impact, and long-term potential.

3. Reduced Hiring Risk: Specialist Roles Carry Greater Consequences

Hiring risk increases significantly in niche industries—particularly at leadership level. When the talent pool is limited, replacing the wrong executive can take months, and the consequences often extend beyond the role itself.

A mis-hire can lead to:

  • loss of momentum during a critical business phase

  • internal disruption and reduced employee confidence

  • damage to client relationships or stakeholder trust

  • increased operational and compliance exposure

  • substantial replacement, onboarding, and opportunity costs

Specialist executive search reduces hiring risk through deeper evaluation, stronger benchmarking, and a more disciplined selection process. This typically includes:

  • detailed role and market mapping

  • rigorous candidate qualification aligned to business outcomes

  • structured interview and assessment support

  • referencing and credibility validation

  • alignment of expectations to improve retention and long-term success

Ultimately, specialist search is not just about filling a vacancy. It is about protecting the organisation and strengthening leadership capability.

The Athena Executive Search Approach

At Athena Executive Search, we work as an extension of your leadership team. Our approach is designed for organisations that require certainty, confidentiality, and leaders who can deliver measurable results.

We combine:

  • market intelligence and competitor mapping

  • direct, targeted search methodology

  • discreet candidate engagement

  • executive-level assessment and advisory support

  • a consultative, high-touch search process from start to finish

In niche markets, the strongest appointments are rarely made quickly—but they are always made strategically.

Final Thought: Specialist Search Is a Competitive Advantage

Executive hiring in niche industries is not transactional. It is a strategic investment. When leadership talent is scarce and the cost of error is high, specialist executive search provides the depth, precision, and insight required to secure the right outcome.

The result is improved leadership quality, reduced risk, and greater long-term stability.

Call to Action

If you are hiring for a critical role in a niche market and want to secure exceptional leadership while reducing hiring risk, Athena Executive Search can support you.

Contact us for a confidential discussion about your hiring needs, the challenges in your market, and the leadership profile that will deliver the impact your organisation requires.

Email: enquiries@athena-executive.com

The Real Cost of a Misaligned Executive Hire

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In executive leadership, the cost of a wrong hire extends far beyond a severance package or a restart of the search process. A misaligned executive appointment can quietly—and sometimes rapidly—erode financial performance, disrupt teams, and damage market credibility. Understanding these hidden costs is critical for organizations aiming to build resilient, high-performing leadership teams.

1. The Financial Impact Goes Deeper Than You Think

The most visible cost of a failed executive hire is often financial. Compensation, bonuses, relocation expenses, onboarding costs, and eventual exit packages can quickly add up. However, the true financial impact often lies beneath the surface.

Lost productivity, delayed strategic initiatives, stalled growth plans, and missed market opportunities can cost organizations multiples of the executive’s salary. For senior roles, some estimates place the total cost of a misaligned hire at two to three times annual compensation, particularly when the role is revenue- or strategy-critical.

2. Team Disruption and Cultural Fallout

Executives set the tone for performance, decision-making, and culture. When there is misalignment—whether in leadership style, values, or expectations—the ripple effects are immediate.

Teams may experience confusion, declining morale, increased turnover, and a loss of trust in leadership. High performers are often the first to disengage or exit, compounding the damage and creating instability well beyond the original role. Rebuilding trust and cohesion can take far longer than replacing the executive themselves.

3. Risk to Market Reputation and Stakeholder Confidence

Leadership appointments send a powerful signal to the market. Investors, clients, partners, and employees pay close attention to who is placed in key executive roles.

A misaligned hire can undermine confidence, raise questions about governance and decision-making, and weaken an organization’s employer brand. In competitive or highly visible markets, repeated leadership missteps can create lasting reputational damage that affects talent attraction, client retention, and valuation.

Why Alignment Matters More Than Ever

In today’s complex business environment, technical competence alone is not enough. Successful executive hires require deep alignment across strategy, culture, leadership capability, and long-term vision. Organizations that prioritize this alignment significantly reduce risk—and unlock greater value from their leadership investments.

A More Thoughtful Approach to Executive Search

At Athena Executive Search, we believe executive hiring is not just about filling a role—it’s about building leadership that drives sustainable impact. Our approach goes beyond resumes and networks to focus on alignment, rigor, and long-term success for both clients and candidates.

Call to Action
If you’re planning a critical executive hire—or reassessing an existing leadership role—now is the time to ensure alignment before cost becomes consequence. Connect with Athena Executive Search to discuss how a strategic, insight-driven search process can protect your investment and strengthen your leadership team.

Email: enquiries@athena-executive.com

Flexographic Ink Markets: Leadership, Innovation, and Talent Trends Shaping the Industry

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The flexographic ink sector — spanning flexo and flexographic printing, solvent-based and water-based ink technologies — continues to evolve at pace. Driven by sustainability requirements, regulatory pressure, and customer demand for higher performance and consistency, the market is experiencing both technological advancement and leadership complexity.

For businesses and executives alike, understanding how these changes impact talent, leadership, and long-term strategy has never been more important.

Sustainability Is Driving Strategic Change

Across the industry, the shift toward water-based inks continues to accelerate, particularly in packaging applications where environmental compliance and brand responsibility are key priorities. At the same time, solvent-based inks remain critical in applications requiring durability, adhesion, and performance under challenging conditions.

This dual demand has created a unique challenge for ink manufacturers:
leaders must balance innovation and compliance while maintaining commercial competitiveness.

Companies that succeed are those investing not only in R&D, but also in leadership teams capable of managing transition without disrupting operational performance.

Leadership Expectations Have Expanded

Flexographic ink businesses today require leaders who can operate at the intersection of:

  • Technical and formulation expertise

  • Manufacturing and operational excellence

  • Regulatory and sustainability awareness

  • Commercial and customer-facing strategy

From an executive search perspective, the market shows a growing shortage of leaders who combine deep ink knowledge with strong people and commercial leadership skills. Many organisations have technical experts in place, but fewer individuals ready to lead teams, manage growth, and drive long-term strategy.

Talent Scarcity in a Specialist Market

The flexographic ink sector remains a highly specialised talent market. As experienced leaders retire or move into broader roles, the pipeline of “ready-now” successors is limited.

We are seeing:

  • Increased competition for experienced sales and commercial leaders

  • Fewer candidates with hands-on experience across both solvent and water-based systems

  • Strong technicians who require further leadership development

For clients, this reinforces the importance of proactive succession planning and specialist executive search.
For candidates, it highlights the value of positioning experience clearly and strategically when considering future career moves.

What This Means for Clients and Candidates

For organisations, success in this evolving market depends on hiring leaders who can manage complexity, not just products. Cultural alignment, leadership capability, and industry credibility are critical factors in long-term performance.

For executives, opportunities exist for those who can demonstrate adaptability, cross-technology experience, and the ability to lead through change. The most successful career moves are increasingly driven by alignment and longevity, rather than short-term progression.

Athena Executive Search Perspective

At Athena Executive Search, we work closely with flexographic ink manufacturers and suppliers globally, supporting leadership hires across technical, commercial, and executive functions. Our specialist focus allows us to understand not only the talent market, but the real-world challenges businesses face within flexo, solvent-based, and water-based ink environments.

A Conversation Worth Having

If you are:

  • A business navigating leadership or succession challenges within the flexographic ink sector, or

  • An executive considering your next strategic move within ink, coatings, or packaging

We welcome a confidential conversation.

Specialist markets require specialist search.
Athena Executive Search.

Email: enquiries@athena-executive.com

Starting 2026 the Right Way: Positioning Yourself as a Strong Candidate in Packaging & Print

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As we enter 2026, the packaging and print industries continue to evolve rapidly. Market demand, sustainability priorities, automation, and innovation are reshaping businesses — and with this change comes significant opportunity for experienced and ambitious professionals.

Whether you are firmly embedded in your current role or discreetly open to new possibilities, the most successful candidates this year will be those who are intentional about their career positioning and visible to the right audiences.

Strengthening Your Position Within Your Current Organisation

Retaining and progressing within your current business requires more than consistently delivering against objectives.

Strong candidates in 2026 are those who:

  • Demonstrate commercial awareness beyond their immediate function

  • Take ownership of challenges and proactively contribute solutions

  • Build strong cross-functional and leadership relationships

  • Stay informed about industry trends within packaging and print

Professionals who align their contribution to the wider strategic goals of the business not only protect their position — they enhance their long-term career value.

Increasing Your Attractiveness to New Opportunities

Opportunities in packaging and print are abundant in 2026. However, access to them depends largely on how clearly you articulate your value and how accessible you are to the market.

Consider:

  • Is your professional profile up to date and results-focused?

  • Does it communicate leadership, impact, and commercial contribution?

  • Are you connected to the right industry conversations and networks?

Being open to opportunity does not mean actively seeking change. It means being informed, connected, and prepared.

The Importance of Market Accessibility

Many of the most compelling senior and specialist roles are never publicly advertised. They are filled through trusted networks, reputation, and timing.

Remaining accessible to the market — particularly through specialist search partners — ensures that when the right opportunity arises, you are part of the conversation.

Never Close the Door on a Conversation

One of the most important career principles to carry into 2026 is simple:

Never close the door on a conversation with a potential opportunity.

A discussion that feels untimely today may lead to:

  • A role later in the year

  • A different opportunity within the same organisation

  • Valuable market insight

  • A professional connection that influences your future direction

The conversation you nearly declined may prove to be the most impactful decision you make this year.

Call to Action

At Athena Executive Search, we specialise exclusively in packaging and print recruitment, partnering with professionals who want to manage their careers strategically and proactively.

If you are open to a confidential conversation about the market, your positioning, or potential opportunities in 2026, we invite you to connect with us. Staying visible and informed today can open the right door tomorrow.

Let’s start the conversation.

— Athena Executive Search Specialists in Packaging & Print Talent

Email: enquiries@athena-executive.com

Why Solvent-Based Inks Still Dominate Flexible Packaging

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Despite continued innovation in water-based and UV-curable ink technologies, solvent-based inks remain the dominant choice within flexible packaging. Their ongoing relevance is not driven by legacy practices, but by performance. In high-speed, high-volume packaging environments, solvent-based systems continue to deliver a combination of reliability, efficiency, and quality that alternative technologies often struggle to match at scale.

A key advantage of solvent-based inks is their fast drying capability, enabling converters to run presses at high speeds without compromising print quality or productivity. In addition, solvent-based inks provide strong adhesion to non-porous substrates such as polyethylene, polypropylene, and laminated films—materials widely used across food, beverage, and consumer goods packaging.

For brand owners and converters, this performance translates into consistent colour strength, durability, and resistance to abrasion, moisture, and chemicals. These attributes are critical in flexible packaging applications where shelf appeal, product protection, and regulatory compliance must align.

The continued dominance of solvent-based inks has significant implications for talent and leadership. Manufacturers and converters require skilled professionals across press operations, quality assurance, ink formulation, and process optimisation. More importantly, they need senior leaders who understand solvent chemistry while also driving operational efficiency, compliance, and continuous improvement in increasingly complex production environments.

As the sector evolves, organisations face a dual challenge: optimising solvent-based operations today while preparing for future transitions toward alternative ink technologies. Navigating this complexity requires leadership with both deep technical expertise and strategic foresight.

Athena Executive Search specialises exclusively in executive recruitment for the packaging and print sector. We partner with organisations across flexible packaging, inks, and print to identify senior talent capable of strengthening solvent-based workflows while leading innovation and change.

If your organisation is looking to secure experienced leadership in flexible packaging or solvent-based ink operations, we invite you to connect with Athena Executive Search. Contact us to discuss how our sector-focused executive search approach can support your growth, transformation, and long-term success.

Email: enquiries@athena-executive.com

Solvent-Based Inks: A Cornerstone of Packaging Print Performance

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Solvent-based inks continue to play a critical role in the packaging and print sector, particularly in applications where performance, durability, and production efficiency are essential. Their strong adhesion to non-porous substrates, fast drying times, and consistent colour strength make them indispensable across flexible packaging, labels, and industrial print environments.

While alternative ink technologies continue to develop, solvent-based systems remain the preferred choice for high-volume packaging operations where reliability and quality cannot be compromised. For brand owners and converters, this performance directly supports shelf appeal, brand integrity, and operational consistency.

At the same time, the ongoing use of solvent-based inks brings increasing complexity. Regulatory requirements, sustainability expectations, and workplace safety considerations all demand experienced leadership oversight. Organisations require executives who understand both the technical realities of packaging print and the broader strategic direction of the industry.

Athena Executive Search specialises exclusively in executive recruitment for the packaging and print sector. We work in close partnership with our clients to identify senior leaders who combine deep industry expertise with commercial and operational insight, helping businesses perform today while preparing for the future.

If your organisation is looking to strengthen its leadership capability within packaging or print, we invite you to connect with Athena Executive Search to discuss how our sector-focused executive search services can support your growth and long-term success.

Email: enquiries@athena-executive.com

Upskilling for Sustainability: How Packaging Professionals Can Future-Proof Their Careers

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The packaging industry is undergoing one of the most significant transformations in its history. Driven by global sustainability goals, regulatory pressures, and rapidly shifting consumer expectations, organisations are rethinking materials, processes, and supply chains. As sustainability evolves from a “nice to have” to a core business priority, packaging professionals who invest in upskilling now will be the ones who thrive in the years ahead.

At Athena Executive Search, we continue to see rising demand for leaders who combine technical expertise with a deep understanding of environmental impact, circularity, and innovation. The professionals who stand out are not just reacting to change—they’re proactively equipping themselves to lead it.

Why Sustainability Skills Are No Longer Optional

1. Regulatory Demands Are Reshaping the Industry

Extended Producer Responsibility (EPR), carbon reporting requirements, and stricter recycling standards are transforming how packaging is designed and produced. Organisations need professionals who understand these regulations and can translate them into actionable, compliant strategies.

2. Consumer Expectations Are Driving Innovation

Consumers increasingly prioritise environmentally responsible brands. Companies must innovate around renewable materials, lightweighting, refill systems, and waste reduction. Professionals who can help organisations meet these expectations gain a competitive edge.

3. Sustainability Is Now a Strategic Business Function

Sustainability is no longer confined to specialised teams. Today, roles in R&D, operations, procurement, marketing, and supply chain must integrate sustainability principles into everyday decision-making. This broad integration requires new skills across all functions.

Key Skills Packaging Professionals Should Develop

1. Circular Economy & Material Science Knowledge

Understanding the lifecycle of materials—recyclability, compostability, carbon impact—is becoming essential. Skills in renewable materials, advanced polymers, and lifecycle assessment (LCA) are especially valuable.

2. Data & Environmental Impact Analysis

The ability to interpret LCA results, carbon data, and regulatory metrics allows professionals to guide sustainable decision-making with clarity and precision.

3. Design for Sustainability (DfS)

Professionals should master design principles that reduce waste, improve recovery, and extend product life. This includes working closely with engineering and supply chain teams to deliver optimal solutions.

4. Leadership & Change Management

Implementing sustainability initiatives requires more than technical knowledge—it demands influence, cross-functional collaboration, and the ability to lead cultural change.

How to Start Upskilling Today

  • Pursue sustainability certifications (e.g., LCA training, circular economy programmes).

  • Attend industry sustainability conferences and workshops to stay ahead of emerging trends.

  • Collaborate with cross-functional teams to gain exposure to the full sustainability ecosystem.

  • Seek mentorship from leaders who have already navigated the sustainability transition.

  • Follow global regulations and emerging technologies to anticipate shifts before they occur.

Investing in these skills will not only strengthen your current role but also open pathways to new, future-focused opportunities.

The Future Belongs to Sustainable Leaders

The packaging industry needs innovators who can balance performance, cost, and environmental responsibility. As sustainability accelerates, professionals who upskill now will be the ones guiding companies through transformation—shaping the industry and defining their careers in the process.

Call to Action

At Athena Executive Search, we specialise in connecting top packaging talent with organisations driving meaningful sustainability progress.
If you’re looking to upskill, explore new opportunities, or strengthen your team with sustainability-focused leaders, we’re here to support you.

Get in touch with us today to discuss your career goals or talent needs.
Together, we can build a more innovative and sustainable future for the packaging industry.

Email: enquiries@athena-executive.com