Redundancies, Artificial Intelligence and the Hidden Board Market: What Every Executive Must Understand Heading into Q4

As we move into the final quarter of the calendar year, the Australian executive recruitment and board appointment market is showing signs of significant structural change. Traditionally, August through to early November is seen as the peak period for executive and board placements. However, this year, the market is behaving very differently. We are witnessing early warning signs that suggest a much tougher operating environment for senior executives and aspiring board directors.

This isn’t the usual cyclical slowdown. What we are seeing now is part of a deeper shift, influenced by technological disruption, global market volatility, and a visible tightening of capital and operational budgets across sectors. For those in leadership, it is time to think ahead, recalibrate, and take a strategic approach to your next steps.

The Restructuring Has Already Begun

While most executives expect redundancies to be announced toward the end of the year, in preparation for FY26 restructuring, this year is different. The cuts have already started. According to the Australian Financial Review, multiple ASX-listed companies have issued early earnings downgrades and launched cost-cutting programs ahead of schedule. One article noted, "Cost-cutting season begins early as big firms flag earnings downgrades" (AFR, 24 July 2025), a clear indication that corporates are not waiting to make difficult decisions.

Redundancies are no longer confined to support or middle-tier roles either. Senior executives, including general managers, CFOs, and commercial leads, are increasingly being impacted. Many are being told their roles have been made redundant, only to see similar positions created under different titles or responsibilities, often with lower remuneration and tighter accountability.

In some cases, executives are being offered internal redeployments at reduced salaries and stripped-down scopes. It’s a take-it-or-leave-it proposition in many businesses, with the power dynamic shifting firmly in favour of employers. Those who leave under the assumption that they’ll quickly secure a new, comparable opportunity may find themselves waiting months, if not longer, for something suitable to arise.

The Rise of Artificial Intelligence as a Restructuring Tool

Perhaps the most striking trend in 2025 is the way companies are now publicly acknowledging the role of artificial intelligence in driving workforce changes. In the past, AI was described as a productivity tool or innovation enabler. Now, it is being used as a direct justification for headcount reduction.

Several high-profile Australian businesses have begun announcing layoffs specifically linked to AI system implementation. One technology company stated in a recent media release that 150 roles were being replaced with AI tools and automation processes.

This is not an isolated event. It represents a broader trend in which even experienced professionals are at risk of being displaced if their roles can be restructured around automation. This is no longer a conversation about the future. It is happening now.

A Sydney Morning Herald article titled, “AI-related job cuts rise as businesses restructure for the future” (July 2025), noted that even highly skilled roles in finance, marketing, customer service, and compliance are being reevaluated. Entire functions are being redesigned or downsized in response to AI's rapid integration into core business systems.

A New Employment Reality for Senior Executives

For executives released into the market, the challenges are twofold: there is less activity in the advertised job market, and the competition for roles is intensifying. At the same time, salary expectations are being reset. While a candidate may have earned $400,000 in their last role, employers are now routinely offering $300,000 for similar scopes, citing budget pressure, flattening organisational hierarchies, and the availability of alternative talent.

This environment calls for serious self-assessment. Executives should ask:

• Is my skillset in demand?
• Have I been approached by headhunters this year?
• Do I have industry relationships that will support my next move?
• Am I positioning myself for relevance in a market driven by technology and change?

For many, the answer will be to move toward a career portfolio model, one that includes consulting, project roles, short-term contracts, advisory work, and board appointments. Diversifying income streams and building flexibility into your career is no longer just for the semi-retired or the entrepreneurially minded. It is fast becoming a necessity.

The Myth of the Empty Board Market

One of the biggest misconceptions in the current market is that there are no commercial board director opportunities available. The truth is quite the opposite. There are numerous board vacancies, particularly in private companies, scale-ups, and investment-backed ventures, but the vast majority are never advertised.

What is often advertised are voluntary roles with not-for-profit organisations. While these can be useful stepping stones, they represent only a small fraction of the total board activity occurring in the market. The real action happens behind the scenes, through networks, referrals, trusted advisor channels, and search firms that specialise in quiet recruitment.

Those who approach board appointments with a scattergun approach, applying to everything online or reaching out blindly to chairs, are unlikely to succeed. Building a quality board portfolio is a strategic process. It involves developing a clear value proposition, understanding where you add commercial or governance value, and aligning yourself with the right opportunities through well-placed introductions and strong positioning.

Understanding the Economic Undercurrents

I monitor a variety of indicators to read the broader economic landscape. These include:

• CreditorWatch reports and company default data
• Insolvency filings and deregistrations
• Private equity and venture capital market trends
• Global boardroom activity, particularly in growth hubs like Singapore, the US, and the Middle East

This past month, reports from Singapore highlighted that the private capital market has stalled. According to Channel News Asia, venture-backed companies are struggling to secure Series B and C rounds. Deals are being delayed or pulled. Liquidity is drying up across many mid-stage enterprises.

Meanwhile, in the United States, especially in New York, there is a boom in AI-related investment and board appointments. Everyone is trying to ride the artificial intelligence wave. This disparity highlights how local market stagnation can contrast with global innovation surges.

Practical Advice for Executives and Board Candidates

If you are a senior executive, director, or aspiring board member, now is not the time for complacency. The market is reshaping rapidly, and those who are slow to adapt will find themselves left behind.

Here are some key actions to take:

• Review and refresh your professional networks. Strong connections are more important now than ever.
• Invest in executive education, governance credentials, or relevant reskilling. It will enhance your positioning.
• Consider a diversified career model that includes board roles, consulting, and fractional executive positions.
• Work with advisors who can give you access to the real, unadvertised board market.
• Build a market-ready board and executive profile that articulates your value in today’s environment, not yesterday’s.

Final Thoughts

We are entering a critical period in the Australian executive market. The convergence of AI disruption, early corporate restructuring, economic stagnation, and hidden board vacancies means that traditional career playbooks must be thrown out. This is a new era—and it will reward those who are prepared, informed, and proactive.

Now is the time to invest in your future. Do not wait until the crisis hits your door. Those who have a parachute ready, who have mapped out their next chapter, and who understand where they can add value, will not only survive but thrive in this next phase of economic transformation.

To discuss your board career strategy or executive transition, you can book a confidential session with me directly: www.calendly.com/kyliehammond/tigerboards

Kylie Hammond is Australia’s leading board and executive career strategist. As CEO of Tiger Boards and creator of the Board Portfolio® program, she works with high-calibre executives to build board careers, unlock commercial opportunities, and navigate complex career transitions with strategic foresight.