19 JULY2026W MAN LEADERGLOBAL W MAN LEADERGLOBAL What specific gap in the talent or recruitment ecosystem inspired the creation of HomecomingEx, and how does that original purpose still guide the company today?HomecomingEx was founded to address a clear mis-match in how African talent is viewed. There was a per-sistent belief that career growth required leaving Africa permanently, alongside the underuse of highly skilled African professionals with both global exposure and deep local insight. The firm positioned itself around "globally experienced African talent," combining international ca-pability with regional understanding. It also tackled the cost barrier in executive search, offering faster and more affordable solutions than traditional global firms. Today, its founding purpose, connecting African talent to mean-ingful, purpose-driven opportunities back home- contin-ues to guide every mandate.As CEO, what principles guide your decision-making when selecting or advising on senior leadership placements that can significantly impact an organization's future?The selection process is built on a layered evaluation model. It begins with assessing technical expertise, followed by behavioral analysis, and finally a deep chemistry-based assessment. Over time, intuition has become a critical factor in decision-making, often validating or challenging what is seen on paper. A strong emphasis is placed on mindset over credentials, prioritizing candidates who demonstrate curiosity, adaptability, and drive. Even when technical gaps exist, high-potential leaders are championed if they show the ability to learn and evolve quickly in complex environments.With AI and automation increasingly shaping recruitment processes, how do you ensure that technology enhances rather than replaces human judgment in executive hiring?AI and automation are fully embraced, particularly for re-search, data processing, and operational efficiency. How-ever, their role is to support, not replace, human judg-ment. By automating repetitive tasks, teams are freed to focus on building relationships and understanding people deeply. Executive search remains fundamentally human, driven by trust, empathy, and connection. Tech-nology enhances speed and efficiency, but meaningful hiring decisions still depend on human insight and in-terpersonal understanding. In this model, AI enables re-cruiters to spend more time on what matters most: peo-ple, purpose, and long-term alignment.Looking ahead, how do you see the role of executive search evolving in Africa over the next decade, and what impact do you hope your leadership will have on that evolution?Executive search in Africa will continue to be deeply relationship-driven, where roles and relationships evolve fluidly over time. The same individual may shift from candidate to client to partner across different stages. Operating across more than 20 African countries also requires strong regional understanding and adaptability. The future will favor firms that prioritize human-centered leadership and contextual intelligence. There is also growing recognition of women's leadership in executive search, bringing stronger emotional intelligence and holistic decision-making. The long-term vision is to build a people-first firm that sees beyond job titles to the full human story. 2026HR SERVICES INDUSTRYAFRICAN WOMAN LEADER OF THE YEARGLOBAL W MAN LEADER
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