What really happens behind closed doors during an executive search? In this episode of The Shift Show, Rachel sits down with Mike Bergen, Global HR Practice Leader at Kingsley Gate, to break down the real hiring process, the unwritten rules candidates never hear, and how leaders are evaluated in a world defined by AI, disruption, and rapid change. Mike reveals how search firms assess candidates, why chemistry and decision-making style matter more than résumés, how companies define “great leadership” in 2026, and the biggest misconceptions senior candidates bring into the process. He also explains the surprising role of technology, behavioral data, and fit mapping - and why the human element still determines who gets the offer. If you're an ambitious professional, director, talent leader, or future executive, this episode gives you an insider view of how top roles are filled, how to stay on a recruiter’s radar, and how to position yourself for promotion or a major career shift. To learn more about Kingsley Gate: https://www.kingsleygate.com/ Connect with Mike: https://www.linkedin.com/in/mike-bergen-a1a239/ About Mike: Mike Bergen is Senior Partner and Head of Global Markets at Kingsley Gate, a premier retained executive search firm. He leads global growth, cross-border collaboration, and the firm’s Global Human Resources Practice. With 25+ years of experience placing senior executives—especially Chief HR Officers and senior HR leaders—Mike has worked across industries, geographies, and every major HR discipline. Before joining Kingsley Gate, Mike led the U.S. business and Global HR Practice at Allegis Partners and served as a Senior Client Partner in Korn Ferry’s Human Resources Practice and contributed to the Global Sports Practice. A recognized expert in the HR talent market, Mike is known for his consultative approach and deep insight into evolving C-suite expectations. Mike holds a Bachelor of Arts from the University of Pennsylvania and is a former Captain and helicopter pilot in the U.S. Army Reserves. Key Takeaways: 1. The real criteria companies use to select executives 2. “Fit” isn’t personal — it’s about team chemistry and decision dynamics 3. Executive search is consultative, not transactional 4. HR roles are being redefined by AI and business transformation 5. The biggest candidate mistake: unclear outreach and poor preparation 6. Chemistry and “leadership presence” often decide between finalists 7. Staying on a recruiter’s radar is an intentional, long-term gameChapter Markers Chapters: 00:00 — What is this new Unwritten Rules mini-series?00:41 — Who is Mike Bergen and what does Kingsley Gate do?03:36 — How is the definition of “great leadership” changing?07:24 — How are expectations for HR leaders evolving?10:21 — What skills will matter most for HR in 2026?12:20 — How does executive search actually work?16:12 — How do firms assess decision-making style?19:13 — What do candidates misunderstand about “fit”?22:28 — What really happens behind the scenes of a search?25:02 — What signs tell recruiters a candidate isn’t ready?27:19 — How much does chemistry really matter?32:12 — Myths about search firms (and what’s true)35:59 — How should candidates reach out to executive search?39:01 — How often should you follow up with recruiters?41:50 — How to build long-term relationships with search partners46:59 — What makes Kingsley Gate’s approach different? YOUR Most DMed Questions Answered: How does executive search actually work? What do executive recruiters look for in candidates? How should I reach out to a search firm? What are the biggest unwritten rules in leadership hiring? How important is “fit” and chemistry? How do search firms evaluate decision-making style? What HR skills will matter most in 2026? Why do strong candidates still lose roles? How often should I check in with recruiters?