Executive Summary / Key Takeaways

• Heidrick & Struggles is strategically transforming into a diversified human capital leadership advisory firm, leveraging its "One Heidrick" approach to build differentiated, deep, and durable client relationships.
• The company's core investment thesis is underpinned by its ability to capitalize on persistent global leadership talent scarcity and complex market dynamics, which drive urgent client needs for executive search, on-demand talent, and consulting services.
• Recent financial performance demonstrates strong momentum, with Q2 2025 net revenue increasing 13.9% year-over-year to $317.2 million and Adjusted EBITDA margin expanding to 10.7%, consistently exceeding guidance.
• Significant investments in talent acquisition and proprietary technology are designed to fuel long-term organic revenue growth of mid-to-high single digits and annual Adjusted EBITDA growth of 5-8%, despite anticipated near-term margin fluctuations from hiring.
• HSII maintains a robust competitive stance through its specialized expertise, strong brand, and integrated digital solutions, positioning itself effectively against both larger, diversified rivals and niche players in a dynamic global market.

The Enduring Imperative of Leadership in a Volatile World

Heidrick & Struggles International, Inc. (HSII) stands as a premier human capital leadership advisory firm, deeply embedded in the critical function of shaping executive teams and organizational effectiveness worldwide. For over 70 years, the company has evolved from its foundational executive search roots into a comprehensive partner for businesses grappling with an increasingly complex global landscape. This landscape is defined by persistent leadership talent scarcity, rapidly shifting geopolitical and economic relationships, and the transformative power of new technologies like artificial intelligence. These forces collectively amplify the demand for strategic talent solutions, creating a fertile ground for HSII's diversified service offerings.

The company's overarching strategy, dubbed "One Heidrick," is designed to forge differentiated, deep, and durable client relationships. This involves clarifying its value proposition, simplifying internal processes, and amplifying its market message. The market drivers are profound: great leadership talent is in chronically short supply, a trend exacerbated by short-term volatility increasing demand for resilient leaders and long-term demographic headwinds squeezing the talent pool further. Boards, for instance, acknowledge CEO succession as critical, yet 30% admit time on this topic is often crowded out by less important tasks, highlighting a significant opportunity for expert intervention. Moreover, the AI revolution is not merely a technological shift; it necessitates a fundamental rethinking of leadership, organization, and work itself, with nearly a third of clients already installing executives with an AI remit reporting directly to the CEO.

Technological Edge: The Digital Backbone of Leadership Advisory

HSII's strategic evolution is intrinsically linked to its commitment to technological differentiation and innovation. The company's proprietary digital platforms are not mere enhancements but form the backbone of its service delivery, offering tangible and quantifiable benefits to clients and consultants alike. At the core is the Heidrick Leadership Framework, a data-driven approach that enables holistic candidate evaluation across pivotal experience, expertise, leadership capabilities, agility, potential, and culture fit. This framework is complemented by Heidrick Connect, a digital client experience portal that provides clients with always-available talent insights and assessment tools, facilitating virtual engagement and increasing productivity.

The company's dedication to research and development (R&D) is evident in its continuous efforts to develop new technologies. These initiatives aim to enhance existing products and expand offerings across Executive Search, Heidrick Consulting, and On-Demand Talent. For example, digital solutions for leadership assessments, team acceleration, and organizational and culture acceleration are now delivered virtually, demonstrating a commitment to efficiency and reach. This technological roadmap is critical for HSII's competitive moat, enabling "always-on" client engagement by embedding solutions more consistently into client workflows. This approach allows for scalable processes and drives operational efficiency, positioning HSII to meet the evolving demands of a digitally transforming business world.

Strategic Pillars: Building Differentiated, Deep, and Durable Relationships

HSII's strategy rests on three interconnected pillars, each designed to deepen client engagement and expand its market impact.

The first pillar is to be the most trusted leadership partner to the C-suite and Board. Executive Search and assessment capabilities remain the cornerstone of this ambition. This focus provides HSII with unmatched access to leaders and their priorities, yielding valuable insights and rich data sets. The executive search process is meticulous, involving in-depth analysis of client needs, candidate selection, rigorous interviewing, confidential reporting, thorough reference checks, and support in compensation structuring and integration. This deep engagement extends to critical roles like the Chief People Officer (CPO), whose mandate has dramatically expanded to include architecting corporate strategies for AI integration, talent scarcity, and resilient performance cultures.

The second pillar focuses on helping clients lead transformation in the new world of leadership. Every leader today faces a transformation mandate, whether it's leveraging AI, entering new markets, or driving cost advantages. HSII leverages its diversified capabilities to support these initiatives. For instance, an industrial company undergoing a portfolio transformation utilized Heidrick Consulting for culture alignment and then deployed On-Demand Talent to bring in a seasoned interim CIO, addressing critical skill gaps and accelerating change. This integrated approach, supported by consultant toolkits for recurring challenges like cost transformations, allows HSII to partner with clients to achieve ambitious goals, demonstrating that change, when effectively managed, plays to the firm's strengths.

The third pillar emphasizes innovating to create continuous client engagement. Leadership and talent decisions are increasingly becoming an "always-on" activity, moving beyond reactive engagements. Companies now openly discuss leadership and critical talent as key risks or opportunities in their annual reports. HSII aims to embed this "leadership assurance" into ongoing corporate management, continually assessing top teams, advising on organizational structures, evaluating talent against rivals, and making selective external hires. This requires at-scale digital tooling, which the company's R&D investments are actively targeting, ensuring that leadership strategy is a consistent, rigorous part of corporate management.

Competitive Landscape: Differentiating in a Dynamic Market

Heidrick & Struggles operates in a competitive landscape populated by both direct and indirect rivals. Key direct competitors include Korn Ferry , Robert Half International , and Willis Towers Watson (WTW), all vying for market share in executive search, consulting, and talent solutions.

HSII maintains a strong relative position, particularly in specialized consulting for senior roles, leveraging its established brand and global network. This allows for higher pricing power and stronger customer loyalty, contributing to recurring revenue and superior margins. For example, HSII's Q2 2025 Executive Search Adjusted EBITDA margin of 22.9% compares favorably to Korn Ferry's TTM Operating Profit Margin of 13%, suggesting HSII's specialized focus yields higher operational efficiency in its core segment. While KFY benefits from a larger scale and broader digital integration, HSII differentiates through customized services, deeper industry expertise, and a strong focus on diversity and inclusion advisory. HSII's TTM Net Profit Margin of 2.92% is lower than KFY's 9%, indicating KFY's larger scale may provide better overall net profitability. However, HSII's TTM Debt/Equity ratio of 0.21 is lower than KFY's 0.30, suggesting a more conservative capital structure.

Against Robert Half International, which emphasizes broader staffing solutions and a volume-driven approach, HSII offers a premium, strategic edge in high-level executive search and consulting. HSII's On-Demand Talent business has demonstrated continued outperformance, growing 14.3% in Q2 2025, despite a projected 10% drop in the broader temporary staffing industry revenue in 2024, according to SIA staffing. This highlights HSII's unique positioning in critical, specialized interim roles. RHI's TTM Net Profit Margin of 4% is slightly higher than HSII's 2.92%, reflecting its diversified staffing model.

Compared to Willis Towers Watson, which offers a broader consulting portfolio encompassing risk and benefits, HSII's executive search is more specific, providing focused leadership solutions. HSII's agility in executive development and innovation speed in areas like diversity and inclusion advisory are key differentiators. Notably, HSII's TTM Net Profit Margin of 2.92% significantly outperforms WTW's -0.99%, and its TTM P/E of 31.24 contrasts sharply with WTW's negative P/E, indicating stronger profitability.

Indirect competitors, including in-house talent management platforms, AI-driven HR tech firms, and large consulting giants, pose threats by offering more accessible self-service tools or integrated digital transformation services. However, HSII's established networks, deep expertise, and strong brand act as significant barriers to entry, helping to defend its market position and maintain its specialized focus.

Financial Performance: A Story of Growth and Profitability

Heidrick & Struggles has demonstrated robust financial performance, reflecting its strategic execution and operational effectiveness. For the second quarter ended June 30, 2025, the company reported net revenue of $317.2 million, marking a significant 13.9% increase year-over-year, exceeding the high end of its outlook. This top-line growth translated into strong profitability, with Adjusted EBITDA reaching $33.9 million, up 17.5% from the prior year, and the Adjusted EBITDA margin expanding by 40 basis points to 10.7%. Net income for the quarter stood at $21.07 million, resulting in diluted earnings per share of $0.99.

Looking at the first half of 2025, consolidated net revenue grew 10.5% to $600.8 million, with Adjusted EBITDA increasing 15.2% to $63.0 million, and Adjusted EBITDA margin at 10.5%. This consistent performance underscores the resilience of HSII's business model.

Segment-wise, Executive Search, the cornerstone of the enterprise, reported Q2 2025 net revenue of $238.2 million, a 13.4% increase, driven by a 5.2% rise in executive search confirmations. Its Adjusted EBITDA was $54.6 million, with a healthy margin of 22.9%. Consultant productivity, annualized at $2.3 million for the quarter, exceeded the typical $1.8 million to $2.0 million target range, indicating strong demand and efficient execution. On-Demand Talent saw net revenue climb 14.3% to $47.9 million, turning an Adjusted EBITDA loss of $1.6 million in Q2 2024 into a profit of $1.0 million (2.1% margin) in Q2 2025, reflecting increased project volume and strategic streamlining. Heidrick Consulting also delivered strong growth, with net revenue up 16.6% to $31.2 million, driven by leadership assessment engagements, and achieved a positive Adjusted EBITDA of $0.6 million, a significant improvement from a $1.4 million loss in the prior year.

The company's cost structure reflects its variable compensation model, with salaries and benefits accounting for 65.9% of net revenue in Q2 2025, directly tied to consultant productivity. General and administrative expenses decreased 9.2% year-over-year in Q2 2025, demonstrating progress in scaling G&A. R&D investments, at 1.9% of net revenue in Q2 2025, highlight the ongoing commitment to technological innovation. HSII maintains a strong liquidity position, ending Q2 2025 with $400 million in cash and no outstanding debt, supported by a $100 million revolving credit facility with a $75 million expansion feature. This financial flexibility, coupled with the typical cash build-up after Q1 bonus payouts, provides ample resources for strategic initiatives.

Outlook and Strategic Investments: Fueling Future Expansion

Heidrick & Struggles' outlook remains confident, underpinned by its strategic roadmap and recent performance. For the third quarter of 2025, the company expects revenue to be in the range of $295 million to $315 million, with the midpoint representing approximately 10% year-over-year growth. This guidance is prudent, acknowledging the persistent macroeconomic uncertainty that could lead to client project delays, though underlying demand is expected to remain resilient.

Management reaffirms its medium-term through-cycle targets of mid-to-high single-digit organic revenue growth and 5% to 8% organic Adjusted EBITDA growth annually. A key driver for this future expansion is an aggressive hiring plan to capitalize on significant "white space" opportunities across existing and new client relationships. While this talent acquisition, particularly from the first half of 2025, is expected to cause quarterly margins to "ebb down" in the latter half of the year as associated expenses come online, it is viewed as a strategic investment for sustained annual margin progression and expansion into 2026. The strong consultant productivity observed in Executive Search further validates the need for increased hiring to meet client demand.

Profitability improvements for the full year 2025 are anticipated to be more pronounced in the second half, primarily driven by the non-search businesses (On-Demand Talent and Heidrick Consulting) through consistent performance and greater leverage of shared corporate costs. The Executive Search segment is expected to maintain its healthy margin profile. Investors should note a temporarily higher effective tax rate of around 35% in 2025 due to the non-deductibility of acquisition earn-out costs, which is expected to normalize to the low 30% range once these costs run off.

Risks and Challenges: Vigilance in Volatile Times

Despite its strong position, Heidrick & Struggles faces several pertinent risks. The overarching macroeconomic and geopolitical uncertainty can lead to client caution, potentially delaying new projects or pausing ongoing ones. While management asserts that underlying demand typically does not dissipate, such delays can impact short-term revenue recognition. The company's sensitivity to forecasts was highlighted by the Q2 2024 non-cash goodwill impairment charges totaling $16.3 million related to its On-Demand Talent and Europe reporting units. Additionally, the temporarily elevated tax rate of 35% in 2025 due to acquisition earn-out costs will impact net income.

Competition remains a constant factor, with larger, more diversified firms like Korn Ferry (KFY) and Robert Half (RHI), as well as indirect tech-driven players, vying for market share. HSII's ability to attract and retain top talent is paramount, as its business model is directly tied to the productivity of its consultants. However, the company's "all-weather firm" approach, diversified service lines, and strong balance sheet provide a robust framework for mitigating these challenges.

Conclusion

Heidrick & Struggles is strategically transforming its legacy as a premier executive search firm into a comprehensive human capital leadership advisory powerhouse. By embracing a "One Heidrick" strategy, investing in proprietary technology, and diversifying its service offerings, the company is uniquely positioned to capitalize on the enduring global demand for exceptional leadership in an increasingly complex and AI-driven world. The strong financial performance in the first half of 2025, marked by robust revenue growth and expanding profitability across all segments, underscores the effectiveness of its strategic initiatives.

While the path ahead involves disciplined execution amidst macroeconomic uncertainties and strategic investments in talent, HSII's clear roadmap for building differentiated, deep, and durable client relationships, coupled with its strong liquidity and commitment to technological leadership, reinforces a compelling investment thesis. The company's ability to consistently deliver value in a volatile market, as evidenced by its outperformance and prudent guidance, suggests a resilient business poised for sustained long-term growth and enhanced shareholder value.