Our Executive Employment Trends Report Q2 2019 provides insights into landing data for our Executive Transition Services clients who completed their job search between Q3 of 2018 and Q2 of 2019.

1. Executive Employment Trends
Q2 2019

2. 2
BPI group’s Executive Employment Trends Report offers visibility into the
current executive job market. We are committed to quality and results in our
career transition programs and believe that keeping a careful eye on trends in
the market is an important way to ensure that we meet the needs of our
career transition clients. The findings of this report are based on landing data
collected on our Executive Transition Services (ETS) clients who completed
their job search between Q3 of 2018 and Q2 of 2019, compared to the same
relative period a year ago.
The Executive Employment Trends Report includes analysis of the following
executive employment trends:
– Average length of the executive job search
– Outcomes of the job search – qualitative assessment
– How the length of the job search is impacted by various factors,
including:
• Base Salary Level
• Education Level
• Age
We look forward to continuing to share the latest trends in executive
employment. If you would like to learn more about our approach to executive
career transition, please connect with us at ranwar@bpi-group.us.
Executive Employment Trends
Q2 2019

3. 3
Key Takeaways
There was a significant
shift downward in
executives accepting
new roles within an
organization, from 91%
to 75%. This reflects a
corresponding rise in
new business starts
among this group, from
7% to 23%. It may also be
linked to the rising age
range of individuals
currently in the job
market (see #1).
The age range of
executives in the job
market has gone up, with
both the 61+ and the
41-50 age groups 8%
higher than last year, and
the 31-40 age group 7%
lower. This reflects
market trends that show
high numbers of Baby
Boomers seeking
reemployment or other
ways to stay
professionally engaged.
Overall, landing rates
have stretched out in
recent months (5.5
months on average vs.
4.4 months last year).
Landing times were
longer regardless of
age, salary, or
education level,
suggesting a potential
slowdown in the
economy.
1 2 3
Executive Employment Trends
Q2 2019

4. 4
About Our Executive Transition Services Clients
About the executives:
This report is based on survey
responses from a sample of
BPI group’s Executive Transition
Services clients, representing
age groups from 31 to 61+.
All executives surveyed
completed their transition with
BPI group between Q3 2018 and
Q2 2019.
Executive respondents represent a
diverse array of occupations:
Executive Employment Trends
Q2 2019
Business/Strategic Management 30%
Manufacturing/Production/Operations 19%
Sales/Retail/Business Development 15%
Human Resources 8%
Medical/Health 8%
Legal 5%
IT/Software Development 4%
Marketing 3%
Accounting/Finance/Insurance
Biotech/R&D/Science
3%
2%
Quality Assurance/Safety 2%

5. 5
Executive Transition Services Program Outcome
In Q2 2019, 75% of our
executive clients chose
to accept a new role
within an organization,
compared to 91% last
year. This is a significant
shift and reflects a
corresponding rise in
new business starts
among this group, from
7% last year to 23% this
year.
Executive Employment Trends
Q2 2019
16%
84%
Q2 2018 Q2 2019
91%
7% 2%
75%
23%
2%
Accepted new organizational employment Started new business Retired

6. 6
Executive Employment Trends
Q2 2019
How Executives Found Their New Jobs
Q2 2019Q2 2018
63%10%
11%
16%
70%
13%
11%
6%
Networking
Search Firm
Other
Internet

7. 7
Executive Employment Trends
Q2 2019
Length of Job Search
Between Q3 2018 and Q2 2019, our ETS executives spent an average of 5.5 months on their job
searches, slightly faster than the national average of 5.8 months for those in senior leader roles
as reported by the Department of Labor (representing a broader base of salaries than our ETS
clients). Landing times for our ETS executives were longer this year (5.5 months vs. 4.4 months
last year) regardless of age, salary, or education level, suggesting a potential slowdown in the
economy.
Salary at the new job:
• 57% assessed the compensation at their new job as better than that of their
previous job, in addition to qualitative factors
• 17% assessed the compensation at their new job as the same as that of
their previous job, in addition to qualitative factors
Source: Bureau of Labor Statistics, U.S. Department of Labor. “Table A-12. Unemployed persons by duration of unemployment” http://www.bls.gov/news.release/empsit.t12.htm and
“Table A-37. Unemployed persons by occupation, industry, and duration of unemployment.” http://www.bls.gov/web/empsit/cpseea37.htm

8. 8
Base Salary
Executive Employment Trends
Q2 2019
2017 20172018 2018 2018
15%
64%
21%
Survey Sample:
Base Salary Range
$75,000 -
$150,000
$150,000 -
$250,000
$250,000+
3.6
4.8
3.5
4.8
5.9
4.6
1
2
3
4
5
6
$75,000 - $150,000 $150,000 - $250,000 $250,000+
Months
Average Time to New Job by Base Salary Range
Q22018
Q22018
Q22018
Q22019
Q22019
Q22019

9. 9
Education Level
Executive Employment Trends
Q2 2019
2018 2018 20182017 2017 2017
5%
34%
56%
5%
Survey Sample:
Education Level
Some College
Bachelor's
Master's
Ph.D
3.0
4.4
5.0
2.9
3.9
5.6 5.7
3.9
1
2
3
4
5
6
Some College Bachelor's Master's Ph.D
Months
Average Time to New Job by Education Level
Q22019
Q22019
Q22019
Q22019
Q22018
Q22018
Q22018
Q22018

10. 10
Age Group
Executive Employment Trends
Q2 2019
2017 2017 2017 20172018 2018 2018 2018
8%
44%
38%
10%
Survey Sample:
Age Range
31-40
41-50
51-60
61+
3.9
4.6 4.5
3.3
4.9
5.0
6.2
4.9
1
2
3
4
5
6
7
31-40 41-50 51-60 61+
Months
Average Time to New Job by Age Range
Q22019
Q22018
Q22019
Q22018
Q22019
Q22018
Q22019
Q22018

11. 11
CHOOSE BPI GROUP TO
MOVE YOUR PEOPLE
AND ORGANIZATION
>>> FORWARD Interested in learning more? Connect with us at +1.312.334.3828
BPI group offers a local boutique touch with a global network of resources to
ensure long-term career success for our Executive Transition Services clients. In
addition to job search coaching, clients may also choose to focus on
entrepreneurial ventures, prepare for retirement, or pursue other work
alternatives. Each client works with a personal career coach to develop a
customized transition plan helping them to:
Focus – Clarify long-term dreams and goals by identifying the executive’s
personal brand and developing a plan to take it to market.
Learn – Guide the executive to become his/her own best coach by
exploring opportunities for personal and professional development to
improve and hone his/her marketability.
Search – Find the next opportunity that’s right for the executive’s career
path by tapping into our seasoned advice and customized content.
Connect – Take advantage of BPI group’s hands-on, interactive tools to
make connections through social media and face-to-face networking
opportunities.
Succeed – Once the executive lands, his/her expert career consultant will
help with the transition and build a plan for long-term success.
About Executive Transition Services

12. 12
We are the global leadership, talent & transition experts,
helping simplify the complex relationship between an
organization and its people so both can achieve new heights.
Lead
We help drive powerful results with strong leaders and teams.
Develop
We inspire peak performance from your talent.
Transition
We help people and organizations optimize change.
Connect with us at www.bpi-group.us to learn more.
Transforming people and
organizations in extraordinary ways
About BPI group