This post was originally published by Karla Dorsch, Founder and Managing Partner Evrima / AltoPartners Abu Dhabi, on LinkedIn. To view the original post, click here.

Every summer, the same assumptions resurface:

“No one’s hiring right now.”

“Let’s discuss after the holidays.”

“Candidates and clients are all away.”

But in executive search, we see a different story.

Yes, summer brings changes to schedules, but it’s far from a dead zone. In fact, it can be one of the best times to make progress on critical hires and long-range talent planning.

Why Summer is a Strategic Time for Executive Search

• Fewer distractions mean deeper conversations

With lighter calendars, decision-makers are more available and open to engaging in thoughtful hiring discussions, especially for senior and strategic roles.

• Key candidates are more responsive

Many high-calibre executives use the summer to reflect on their next move. They’re more reachable, and often more receptive to quiet, well-timed approaches.

• It’s internal planning season

Companies are reviewing org charts, headcount needs, and succession gaps before the Q4 rush. It’s an ideal time to build shortlists or quietly test the market.

• Less competition for top talent

While others delay, you have a real chance to stand out and move faster, particularly in sectors where speed and discretion matter.

• Hiring Doesn’t Have to Wait for September

At this time of year, the most effective organisations are:

1. Quietly initiating searches

2. Having exploratory conversations

3. Locking in key hires for a Q3 or Q4 start

4. Lining up leadership talent ahead of budget finalisations

• Delaying until September often means rushing later and missing access to top-tier candidates who are making decisions now.

Final Thought

If you want to attract and retain high-impact leadership in the Middle East, consider this: Summer is when strategic, forward-looking hiring decisions are made.

Not everyone is away. Not everything is on hold.

Those who stay engaged have the advantage.

If you’re planning for growth, succession, or transformation in Q4 or early 2026, now is the time to act.

Top companies are using this period to get ahead.