Disrupt Talent adds executive search arm for event leaders

Disrupt Talent has expanded its recruitment services for the events sector with the launch of Disrupt Search, a new division focused on executive and senior leadership appointments. The venture is being led by industry recruitment specialist Robert Kenward, who takes on the role of managing director of the new operation.

The move aims to bring a more consultative, executive search-style approach into Disrupt Talent’s existing portfolio of specialist recruitment services for event organisers, agencies, venues and suppliers. By integrating a dedicated search function, the company is positioning itself to support more complex senior hires at a time when many event businesses are reassessing leadership structures and long-term talent strategies.

Background and industry context

The events sector has spent the past few years navigating rapid shifts in business models, from digital and hybrid formats to renewed demand for in-person experiences. This has placed additional pressure on organisations to secure leaders with a mix of commercial, digital and operational expertise, often across multiple markets and event formats.

Traditional recruitment channels can struggle to identify and engage senior-level candidates with deep sector knowledge, especially in a market where experienced professionals are in high demand and often not actively job hunting. As a result, more event businesses have been exploring retained search and advisory-led recruitment to secure senior hires.

Specialist recruiters with a sector focus have been playing a larger role in this space, bringing an understanding of event business models, revenue drivers and stakeholder expectations. Against this backdrop, the creation of a dedicated executive search division within an established event recruitment firm reflects a broader trend toward more tailored, strategic hiring support at the top end of the market.

Key details of the new executive search division

Disrupt Search has been structured as a joint venture within Disrupt Talent, with Kenward appointed as managing director of the new unit. He brings extensive experience in senior recruitment for the events and experiential sectors, where he has worked with organisers and suppliers to fill leadership and specialist commercial roles.

The new division will sit alongside Disrupt Talent’s existing services, which focus on specialist and mid-level recruitment for event businesses. While the broader company will continue to handle a wide range of roles, Disrupt Search is designed to concentrate on executive and board-level appointments, as well as other strategically important positions where the hiring process typically requires deeper market mapping, targeted outreach and more intensive candidate assessment.

Kenward’s remit includes shaping the search methodology, overseeing client engagement at a senior level and maintaining a consultative relationship with both hiring organisations and candidates. The approach is expected to include detailed role scoping, market insight, and advisory input on team structure and succession planning, rather than focusing purely on filling vacancies.

By integrating executive search into a specialist event recruitment offering, Disrupt Talent aims to provide clients with a single partner for a full spectrum of hiring needs, from operational roles through to C-suite and board appointments.

Potential impact on event sector hiring

The launch of Disrupt Search underscores the growing importance of senior talent strategy in an industry that is still adjusting to post-pandemic realities, evolving attendee expectations and ongoing digital transformation. For many organisers and suppliers, leadership capability is becoming a key differentiator in areas such as product innovation, data strategy, commercial partnerships and global expansion.

A dedicated executive search function focused on events could help businesses access a broader and more targeted pool of candidates, including leaders from adjacent sectors such as media, technology, retail and hospitality who bring transferable skills and fresh perspectives. It may also support organisations looking to professionalise their governance structures by bringing in non-executive directors or independent board members with specific expertise.

At the same time, the presence of a specialist search provider could encourage more senior professionals already within the industry to consider new opportunities, confident that their experience and career objectives will be understood within the context of event-specific business models and market cycles.

Why this matters for event professionals and technology providers

For event organisers, agencies and venues, leadership appointments directly influence strategic decisions around technology investment, data use and customer experience design. Executives who understand both event operations and digital platforms are increasingly central to selecting and integrating tools for registration, audience engagement, analytics and hybrid delivery.

The emergence of a specialist executive search division focused on the sector may make it easier for companies to find leaders capable of bridging commercial goals with technology adoption — for example, chief commercial officers who can align sponsorship propositions with data-driven insights, or senior operations leaders who can embed event tech into on-site workflows.

Event technology providers may also feel the impact of a stronger leadership pipeline within their client base. Decision-makers with deeper sector knowledge and clearer talent strategies are often better positioned to evaluate platforms, articulate requirements and commit to longer-term partnerships. This, in turn, can influence product roadmaps and service models across the event tech ecosystem.

For individual professionals, particularly those at senior and upper-mid levels, the presence of a dedicated search function offers another route for career progression. Access to a recruiter who understands the nuances of event business cycles, revenue models and technology dependencies can be valuable for candidates seeking roles that match both their skills and long-term ambitions.

Conclusion

Disrupt Talent’s creation of Disrupt Search marks a notable development in how recruitment services for the events industry are being structured, with executive search now embedded alongside more traditional hiring support. Under the leadership of Robert Kenward, the new division is positioned to focus on senior and strategic roles at a time when many event organisations are reassessing their leadership capabilities.

As event businesses continue to balance in-person, digital and hybrid strategies while responding to changing audience and exhibitor expectations, the demand for experienced, tech-literate and commercially focused leaders is likely to remain strong. The success of Disrupt Search will ultimately depend on how effectively it can match that demand with a relevant and diverse pool of senior talent, but its launch reinforces the growing emphasis on targeted, sector-specific executive hiring across the global events landscape.