The experience of the Senior Civil Service through 2025 has been one of transformational change. We have been responsible for searching some of the most high-profile leaders across the sector in both executive and non-executive capacities and it has been a constant reminder that the diverse talent we seek to identify, makes a genuine and real difference to society.
Market Overview
Senior civil service executive search market in 2025 has been marked by steady demand for high-calibre leadership and a continued expansion in headcount. We remain a key supplier on the RM6290, have worked with a wide range of departments and clients across sector and remain highly enthused and motivated by the positive feedback that we receive from clients and candidates alike.
Expertise and Approach
We have developed real expertise in searching across the commercial environments to find senior leaders that can genuinely make the transition across sectors, and maintain the firm believe that transitions can be successful. Our team continue to amaze me in the levels they go to deliver for the clients that we work with and candidates we engage with and we look forward to continuing the partnerships that we have built in 2026 and making new ones.
Our Reputation
GatenbySanderson maintains a robust reputation in the public sector executive search space. It is widely recognised for its deep expertise and commitment to diversity, notably through active D&I initiatives and positive employee feedback citing supportive internal culture and clear career progression. With estimated repeat business rate exceeding 70%, the firm is considered a go-to advisor for challenging leadership roles across government, health, education, and not-for-profits. That said, some employee reviews highlight concerns around job security and micromanagement, though such critiques are relatively few compared to the overall positive sentiment.
Looking Ahead: Technology and Talent
Alongside changing candidate expectations, technological advancements are set to transform executive search processes, and we have been at the forefront of how we can utilise the developments in technology to provide a better service. Going into 2026 we are focused on nurturing horizontal talent pipelines rather than relying on single successors, making sure that we have the diversity, talent and resilience to continue delivering.
Defence and Home Affairs
In Defence, despite significant headwinds in 2025, we delivered some of the most complex senior appointments in Defence and Home Affairs, including the Home Office’s first Chief Scientific Adviser, a new Chief Executive for the Disclosure and Barring Service, and four Executive Directors to drive DBS’s ambition from Good to Great. Other highlights include the Director General for Visas, Passports and Citizenship and key Deputy Directors across major GMPP programmes.
Policy shifts and a tough spending review shaped the year, with efficiency pressures intensifying as the Ministry of Defence began its largest restructure in 50 years and the Home Office prepares to launch a new operating model in early 2026.
Future Opportunities
Looking ahead, 2026 offers opportunities to deepen sector connections, innovate our offerings, and diversify into adjacent markets, including ALBs and private sector outsourcing.
Our pro-bono initiative with HMPPS signals our commitment to social value and sector innovation as we continue to compete actively and adapt to a changing landscape.
Departments and Policy Shifts
2025 saw major Departments like DWP, Defra and DfT trying to balance the ambition of the new Labour Government with the practical realties of tight public finances and budget settlements. In Defra bodies, nature has perhaps not seen the growth that we had originally anticipated, particularly in relation to planning reforms.
Local political changes, such as Reform-led councils’ and scepticism for the net zero agenda, is requiring new thinking. DFT has seen changes at the top of some of the largest and most impactful arms-length bodies in transport. We have been front and centre as key partners in these changes. With DFT, some creative thinking on our offering has enabled us to build a real partnership which has seen us work with them on some of their biggest non-executive leadership appointments, giving us a really valuable insight into thinking at Ministerial level. With National Parks in the Defra family, GS is now known as ‘the’ place to come for environmental leadership, and we are really valuing the opportunity to support a diverse range of organisations.
Our reputation for delivery, creative expertise and constructive challenge means we add value and can be relied upon to find the diverse talent that is needed.
Devolved Administrations and International Reach
Across the Devolved Administrations, we have continued to gather pace, with the launch of ChairCircle with Lisa Tennant in Scotland, a safe space for Chairs, Vice-Chairs and Committee Chairs in Scotland to network and discuss the governance challenges of our time; and we have successfully led on multiple Board level appointments for Scottish Government and Crown Estate Scotland. A diversity of appointments in the Crown Dependencies and British Overseas Territories included Prison Governor at HMP La Moye and Head of Paid Service (CEO) at St Helena Government has enabled us to grow our wings and really demonstrate the breadth and depth of diverse international networks that we can offer.
In Wales we supported S4C to appoint a new Chair and Board members, and we are excited to launch our new partnership with BoardsWales in 2026, in support of enhancing the quality, inclusivity and accessibility of governance in Wales. As part of this we will be launching Cyswllt Cadeiryddion – Chair Connect in January.
Energy and Infrastructure
The energy part of our practice has continued to move from strength to strength with some exciting placements this year including C-suite and Director level roles for UKIFS with a dominance of private sector talent coming through the campaigns. We have worked with the NDA on high profile board appointments, again with diversity and commercial talent being key in the fields that delivered real choice for the panels.
Our positive partnership with DESNZ both has continued with executive and non-executive roles, including reconstituting Main Board and ARAC of the Department and appointing Director of Comms, Chief Portfolio Officer and MD Integrated Corporate Services. It has been great to be involved with both GBE and GBN on some of the senior leadership and board level roles that have been needed to take both organisations into their next phase of development and growth and with new framework opportunities in NEST framework, National Gas Networks Ireland we look forward to widening the level of opportunities in 2026.
Health and Science
Finally, we have had the pleasure of working with DHSC on some of the recent DG appointments, as a result of the changes across the health discipline in Central Government, and look forward to launching new roles in 2026.
Our experience has led out to enable us to build new partnerships with the Medicines Discovery Catapult and we are in the process of recruiting the new Head of UK Semiconductor Centre which has opened up a whole new network of talent.
Moving Forward
2026 brings renewed excitement and optimism.
There has been a lot of change in 2025 and a rebalancing throughout the year with lots of new faces and challenges to tackle. We have a fantastic team, some great partnerships with existing clients and an ambition to work with new ones as the year progresses. We remain committed to the challenge of finding diverse leaders and look forward to working with you in 2026.
To discuss new opportunities or hiring needs please contact Michael Dobson: michael.dobson@gatenbysanderson.com