By Joe Souder, Principal, Christian Wyatt Group
As community and regional banks navigate economic uncertainty, evolving regulatory expectations, and talent shortages, the stakes for hiring the right executive leaders have never been higher. The year ahead presents both risk and opportunity — especially for institutions ready to approach hiring strategically.
This playbook outlines key trends, strategies, and insights to help Boards and CEOs make better executive hiring decisions in 2025.
- The Talent War Isn’t Over — It’s Just Evolved
While hiring slowed in certain segments in 2023–24, demand is rising for highly specialized, proven bank leaders. Key roles facing the tightest competition:
- Chief Credit Officers with commercial portfolio management and regulatory depth
- CFOs who can navigate both strategic planning and ALCO/interest rate volatility
- Chief Risk & Compliance Officers, especially those with AML/BSA and SOX/FDICIA readiness
- Tech-forward COOs and Innovation Officers who can modernize delivery and ops without breaking the budget
- Succession Planning is a Must-Have, Not a Nice-to-Have
Nearly 30% of community bank CEOs are expected to retire in the next 5 years. But many banks have no clear succession strategy. Boards must:
- Conduct CEO and C-suite risk assessments annually
- Identify and mentor internal successors
- Have a contingency plan for sudden departures
Executive search is most effective when it’s proactive, not reactive.
- Out-of-Market & Out-of-Industry Hires Are Rising
With many rural and niche-market banks exhausting local talent pools, more institutions are:
- Recruiting out-of-market leaders willing to relocate for mission-driven work or lifestyle
- Looking to adjacent industries (fintech, insurance, credit unions) for innovation, ops, and tech talent
The key: balancing cultural fit with growth potential.
- The First 90 Days Are Everything
Even great hires can fail without structured onboarding. Successful banks:
- Align the board, CEO, and incoming executive around priorities early
- Provide context on regulatory, cultural, and team dynamics
- Use onboarding coaches or peer mentors to accelerate integration
- What Candidates Want in 2025
Top talent isn’t just chasing comp. They want:
- Organizational clarity (who they report to, what success looks like)
- Strategic alignment (a vision they can support)
- Cultural authenticity (a values-driven workplace)
- Family and lifestyle fit (especially important for relocation)
Banks that can clearly articulate these in interviews win more candidates.
About Christian Wyatt Group
We help community and regional banks build high-performing leadership teams that align with their mission, culture, and growth goals. From CEO succession to placing critical C-suite roles, we offer deep industry expertise, fast execution, and a long-term partnership approach.
Recent Successes Include:
- CFO search completed in under 90 days for a $1.5B publicly traded bank
- Out-of-market Chief Banking Officer placed at a $1.4B Southeast rural bank
- Chief Compliance Officer placed at a $3B institution under regulatory pressure
Let’s Connect If you’re planning for leadership change, or just want to compare notes on market trends, we’re here to help.