The Future of Leadership in Packaging: What C-Suite Candidates Want Now
As the packaging sector evolves in response to global disruption, sustainability demands, and shifting workforce expectations, the leaders you attract today must be very different from those you hired a decade ago. But here’s the real shift: it’s not just about what you need from executive candidates—it’s also about what they now expect from you.
At Athena, we speak with top-tier leaders in print and packaging every day. Here’s what’s rising to the top of their priority lists—and how you can adapt your talent strategy to compete for the best.
1. Flexibility is a Leadership-Level Expectation Now
Executives are no longer looking for rigid office-based roles. Post-pandemic, even senior leaders expect hybrid or remote-first flexibility, provided they can still drive performance and lead effectively. Packaging companies that cling to outdated expectations around presenteeism risk losing top candidates to more agile competitors.
Your move: Redesign senior roles for flexibility—clearly outline decision-making authority, communication rhythms, and remote collaboration expectations.
2. Purpose-Driven Work Matters—Even at the Top
Executives want to lead organizations that are aligned with a broader mission. In an industry where sustainability and innovation are major market drivers, this is an opportunity. Whether it’s reducing waste, rethinking materials, or building circular supply chains, packaging leaders want to feel they’re contributing to something meaningful.
Your move: Articulate a clear vision tied to sustainability, innovation, or societal impact—and embed it into your leadership hiring narrative.
3. Compensation Still Matters—But Culture Closes the Deal
While competitive pay and performance incentives remain foundational, the leaders we place often cite cultural alignment as the deciding factor. Toxic cultures, unclear governance, or political board dynamics are deal-breakers—especially for seasoned executives with options.
Your move: Be transparent about company culture, leadership style, and board dynamics early in the process. This builds trust and attracts culture-fit leaders.
4. DE&I is a Leadership Expectation, Not a Buzzword
The most sought-after executives—especially Millennial and Gen X leaders—are now actively evaluating a company’s commitment to diversity, equity, and inclusion. If DE&I isn’t visible in your leadership team, policies, or hiring process, expect questions—or rejections.
Your move: Audit your leadership demographics, set meaningful DE&I goals, and communicate progress authentically in all hiring materials.
5. Career Pathway Still Counts—Even at the C-Level
You’d be surprised how often a CEO or VP-level candidate asks: What’s next for me here? Executives are no longer satisfied with just a title—they want development, board exposure, and growth.
Your move: Create structured leadership development plans, mentoring programs, and board succession pipelines that show executives how they can evolve inside your organization.
Conclusion: Recalibrate or Risk Falling Behind
Winning top leadership talent in the packaging sector today requires more than just a compelling job description—it takes a holistic, human-centered approach to executive engagement. Flexibility, purpose, culture, inclusion, and growth are no longer “nice to haves”—they’re non-negotiables for the best candidates.
Need help defining your leadership EVP and attracting next-generation executives? Athena can help. Reach out to learn how we connect forward-thinking companies with world-class packaging leaders.
