This year, Lester Blades Executive Search & Board Advisory is proud to celebrate a significant milestone for one of our key Partners, James Fairbairn who this week marks 30 incredible years in the recruitment industry.
We recently sat down with James to reflect on his journey, share some of the insights he’s gathered over the decades, and explore his thoughts on the future of executive recruitment.
Why did you choose to enter the recruitment industry?
James: It was purely by accident—a true “Sliding Doors” moment. I even reference it in my book, Career Karma as an example of you making a lot of your own luck, even if by accident, in your career. My first job after university (where I earned a history degree—virtually useless for getting a job!) was as a trainee chartered accountant with a mid-tier London firm. Let’s just say, I was not designed to become an accountant.
I walked into a recruitment agency called Accountancy Personnel and said, “I’m an accountant, but I don’t want to be one anymore. Can you help me?” Rather than sending me away, they asked, “Have you ever considered a career in recruitment?” Thirty years later, here I am!
Who has most heavily influenced you throughout your career?
James: There’s no single person who stands out, but I’ve been fortunate to work with some outstanding recruiters and managers. One thing I’ve never forgotten is the importance of constant learning. Even after three decades, this industry continues to teach me new things.
How have you seen the recruitment industry change over the last 30 years?
James: Technology has transformed how we operate. When I started, computers were rudimentary—no emails, no internet for research, basic green-screen databases, and CVs were sent via fax. We had manual files for every candidate and client. It was a mountain of paperwork!
What hasn’t changed are the fundamentals of recruitment: providing excellent customer service, thinking outside the box to solve problems, and staying committed until the right solution is found. A mentor once told me, “There’s nothing more expensive than a bad hire.” That adage remains as true today as ever.
What has been one of your most memorable moments in your career?
James: Over 30 years, I’d estimate that I’ve read over 200,000 resumes, interviewed more than 20,000 people, and placed over 2,000 roles. Among all the moments, one early career memory stands out.
I placed a candidate into a contract role, and he later asked if we could use a different name for his payroll. It turned out he was a bigamist with multiple wives across the country! Needless to say, that was a first—and hopefully, a last.
What are some of the key challenges for today’s employers and candidates?
James: Despite advances in technology, identifying and finding the right person for a role remains complex. It’s not just about technical skills; cultural fit, behavioural traits, and a match for the candidate’s own goals are equally critical.
For candidates, the challenge is ensuring they stand out while staying authentic. Employers, on the other hand, must focus on creating a great candidate experience—from recruitment and onboarding, through to the day that person eventually leaves —always fostering a culture that supports growth, inclusiveness and adaptability.
What do you think candidates are looking for beyond a paycheck?
James: Candidates today want more than just a job. Successful employers understand this and prioritise the overall experience—from clear communication during the recruitment process to outstanding onboarding and ongoing career development.
The saying “People don’t leave bad companies; they leave bad managers” is still as relevant as it was back in 1995. Adaptive leadership and alignment with a candidate’s personal and professional goals are key.
How can candidates stand out in a digital world?
James: Authenticity is non-negotiable—always be truthful because dishonesty will catch up with you.
Platforms like LinkedIn are powerful tools, but they work on algorithms first and a human review second. Ensure your profile aligns with the keywords relevant to your desired roles, and remember that less is more when it comes to first impressions. At best, you probably have about 15 seconds to get their initial attention.
What does the future look like for executive recruitment?
James: AI is making the executive recruitment process faster, particularly in identifying potential candidates. However, the human element remains vital. Experience, intuition and the ability to think creatively are irreplaceable when it comes to ensuring the best outcomes for both clients and candidates.
From a personal perspective, the ability to utilise three decades of experience to spot potential red flags that could otherwise be missed, is a significant benefit.
What advice would you give to someone looking to enter the industry?
James: I’ve been really lucky with my career. Executive recruitment is incredibly rewarding if you thrive on variety, human interaction, and solving new challenges every day. That said, it’s not for everyone. It’s fast-paced, competitive, and often necessitates a “hunt-your-own-meal” mentality.
When I started my 12-month internal training course in January 1995, there were 10 people in the program. By the end of the year, only two of us remained in the industry. Looking back, I wonder if I’m the only one still standing today!
James’s journey is a testament to the resilience, adaptability, and passion required to succeed in recruitment. From all of us at Lester Blades, we congratulate James on his remarkable career and thank him for his contributions to our team, our clients, our candidates and the industry.
Here’s to the next chapter of your inspiring journey, James!