At the Greater Houston Partnership’s September Talent Exchange, Darcie Murray and Gemma McDonald of Page Executive joined greater Houston HR leaders to examine U.S. findings from Page Executive’s Executive Compensation Insights & Talent Trends 2026 report. The findings sparked a practical conversation about key talent trends shaping 2026, including leadership, retention, skills-based hiring, inclusion and AI.
For Houston employers, these trends raise a shared challenge: identifying talent more effectively, creating opportunities for advancement and building workplaces where people want to stay. Those questions are central to the Partnership’s Inclusive Leadership and Opportunity work.
Skills-based Hiring Faces a Practice Gap
According to Page Executive’s Compensation Insights and Talent Trends 2026 report, communication ranked as the top skill hiring managers seek in future leaders (39%), followed by decision-making (33%). While 88% of hiring managers said their organizations practice skills-based hiring, 74% said they prioritize a candidate’s previous career or education over demonstrated skills.
Talent Exchange participants discussed a different starting point: defining what a role needs to accomplish over the next five years and then assessing whether candidates have the capabilities to deliver.
The stakes are significant locally. Approximately 63% of metro Houston adults age 25 and older do not hold a bachelor’s degree, according to the Partnership’s analysis of Census data. Assessing demonstrated skills can help employers identify qualified candidates whose capabilities might otherwise be overlooked by traditional screening practices.
For Houston employers, the question is whether hiring and development practices are identifying people who can align teams, navigate change and lead effectivelyregardless of backgrounds.
Retention Requires Attention to What People Value
Compensation satisfaction does not guarantee an employee will stay.
Page Executive found that 82% of executives were satisfied with their compensation, yet 85% were open to new roles. Better work-life balance was the most frequently cited reason executives considered a move, ahead of higher salary.
Flexibility also shapes decisions: 53% of executives and 57% of professionals said they would not sacrifice work-life balance to accept a new role.
Participants discussed the expectations gap employers may face when requiring a full five-day return to the office.
Alongside compensation and flexibility, employers should examine whether employees see clear advancement pathways and have access to the development opportunities needed to pursue them.
AI is Changing Both Sides of Hiring
Page Executive reports generative AI use among professionals rose from 26% in 2024 to 59% in 2026. AI is also part of the hiring process: 72% of applicants reported using it while looking for work, and 62% of hiring managers reported using it during hiring.
Talent Exchange participants discussed how rapid adoption of generative AI is changing candidate evaluation and raised questions about interviewing. As AI helps candidates prepare application materials, employers need to prioritize ways to accurately identify how people think, solve problems and apply their skills to the work itself.
From Findings to Practice
For greater Houston employers, putting these findings into practice means examining how people are hired, developed and supported. Consistent skills assessments, clear advancement pathways and access to training give employers concrete ways to strengthen their talent strategies while expanding opportunity.
Greater Houston Partnership member company HR and talent leaders are invited to join future Talent Exchange convenings through Inclusive Leadership and Opportunity. Join a network of employers advancing talent strategy and opportunity across Houston and be part of the next conversation.