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Embracing Change: Career Planning in the Post-Pandemic Job Market for Professionals

July 17, 2023
  • The COVID-19 pandemic has resulted in substantial alterations to our work, irrespective of the sector or profession in which we operate.
  • In the new normal, career planning has become increasingly challenging as a result of recent job market trends that emerged in the wake of the pandemic. 
  • Nonetheless, professionals can still flourish and accomplish their career aspirations post-pandemic by employing various strategies.
  • It’s crucial to pay attention to the latest post-pandemic job market trends to plan your career effectively.

The COVID-19 pandemic has caused unprecedented disruption to the global economy, making it a challenge for job seekers and career planners alike. From struggling businesses to furloughs, layoffs, and changing hire needs, navigating today’s job market can feel like crossing treacherous new territory.

If you are one of the millions of professionals looking for employment or facing an uncertain future in your current role, now is the time to reassess your professional goals and be proactive about finding strategies that will make you competitive in an ever-shifting environment.

Changes in the Workplace Caused by COVID-19

The COVID-19 pandemic has brought about some significant changes in how we work. From a traditional office-centric culture, we have moved towards more diversity and flexibility in our work conditions.

Although some businesses struggled to keep up with the shift, the pandemic has forced companies to adopt more flexible arrangements to keep their employees safe and productive.

Sectors such as healthcare and personal care saw some of the most significant changes, but even the travel and leisure industries had to adjust to remote work as well. As we move towards a new normal, the hybrid model of working seems to be here to stay.

One of the most significant changes is the increasing popularity of flexible working arrangements, which a staggering 80% of employees now consider a vital factor in evaluating job opportunities. In response, 66% of HR executives are currently utilizing a hybrid work model, with an additional 30% considering adopting this style.

It’s no surprise that flexible working arrangements have become more attractive to employees, with a Gitnux survey revealing that 76% are more likely to remain with companies that offer this perk. But flexible working isn’t just a win for employees – 45% of employers believe that it can improve staff retention too.

The pandemic has irrevocably changed the workplace, ushering in a new era of remote work and virtual collaboration. This “new normal” has increased the need for supportive career guidance and development systems to help individuals adapt to the ever-evolving job market.

In fact, to thrive in the post-pandemic world, many people may need to reskill or even change careers entirely.

But don’t despair – anything is possible with the proper guidance and attitude. So, whether you’re looking to upskill or switch gears, make sure you have the tools you need to succeed in the new world of work.

Related: Hybrid Work is Here to Stay: What It Means for Businesses in 2023

Job Market Trends That Have Emerged Post-Pandemic

In the aftermath of the pandemic, the job market has transformed considerably, and workplace trends have emerged that highlight a shift in mindset. From remote work models to accelerated digitalization, these changes have impacted how professionals can position themselves in the job market.

Therefore, it is essential to be vigilant of these trends so that we can adapt to new situations and exploit opportunities. Being mindful of these trends will make you better equipped to succeed in the current job market and beyond.

The Great Resignation

The Great Resignation marks a significant milestone in the modern workforce.

The sudden and widespread shift towards remote work upended the traditional ways of working and altered worker priorities. A staggering 61% of workers have either left or considered leaving their jobs due to inadequate flexibility. Many of those who have taken the bold step of resigning did so in pursuit of job opportunities that offer remote work options, greater flexibility, and improved company culture.

The ramifications of this movement have been far-reaching, forcing employers and recruiters to re-evaluate how they attract top talent. The Great Resignation represents a new era of work, where employers must actively work towards accommodating the changing needs of workers to retain top talent.

Related: Attracting and Retaining Executive Talent After the Great Resignation

Quiet Quitting

In 2022, a new trend emerged on social media platforms that have revolutionized how employees interact with their work environment.

Dubbed “quiet quitting,” this phenomenon reflects the need for workers to establish clearer boundaries and communicate their expectations without having to resign or engage in lengthy disputes with their employers. Employees are setting the tone for a more respectful and productive workplace by relying on their job descriptions as a point of reference.

This approach not only benefits workers by reducing their stress levels and improving their work-life balance but also helps businesses by ensuring that their employees are motivated and engaged in their duties. Indeed, “quiet quitting” may well be the most innovative way of asserting oneself in the workplace in 2022 and beyond.

Related: Everything You Need to Know about Quiet Quitting

Quiet Hiring

In a working world that remains uncertain, we’re seeing more and more employees take part in “Quiet Quitting,” but on the other side of the coin, some employers and recruiters have embraced a new approach – “Quiet Hiring.”

By focusing on developing and promoting the skills of their current employees, companies can save themselves time and money while retaining a stable headcount. This trend is particularly advantageous during times of financial hardship when layoffs are common.

Quiet hiring can also help alleviate some of the pressure employees feel when competing for a limited number of job openings in a tough job market.

Remote Recruitment Processes

As the COVID-19 pandemic swept across the world, companies scrambled to adapt to remote work. One area that saw significant changes was recruitment processes – with interviews, hiring, and onboarding all shifting online.

And, even as we gradually return to our workplaces, remote recruitment processes are here to stay. The past two years have shown us that remote working can be an effective, time-saving method for screening applicants.

According to a survey conducted by LinkedIn, 70% of talent professionals believe that virtual recruiting will become the norm. Furthermore, recent statistics show that 44% of recruiters now prioritize remote work options for their recruitment teams. Those searching for their next job opportunities today may likely encounter at least some remote recruitment processes.

Career Planning in the New Normal

Career planning these days has taken on a new level of importance and complexity. The job market is rapidly changing, and it’s becoming increasingly difficult for workers to predict the skills in demand or identify viable career paths.

However, there’s no need to throw your hands up in frustration. By studying economic trends, analyzing market demand, and staying up to date with emerging technologies, it’s possible to future-proof your career.

It’s essential to adopt new career planning practices to stay competitive and navigate the post-pandemic job market successfully. With the proper knowledge and skills, you can confidently approach the new normal with a smart and strategic career plan.

How to Stay Competitive and Thrive in Your Career Post-pandemic

As the world emerges from the pandemic, it’s clear that the job market has shifted in significant ways. To stay competitive and thrive in your career post-pandemic, there are a few key strategies to keep in mind.

Identify the sought-after skills in the market and acquire them

In today’s constantly evolving job market, acquiring sought-after skills has become a critical aspect of establishing and sustaining a successful career. This task is further complicated by the rapid disruption of job markets caused by technological advancements and emerging work methods.

However, by developing the skills that companies value most, you can enhance your confidence and job security while continuously progressing your career goals. Reskilling and upskilling enable you to keep pace with industry changes and increase your future employability.  

Therefore, it’s essential to stay informed and continually acquire new skills to remain competitive and achieve your professional potential.

According to LinkedIn, the following soft skills are currently considered to be the “most in-demand” in 2023.

  • Management: Organizing and overseeing the operations of a business or organization. 
  • Communication: The ability to express and understand information effectively.
  • Customer Service: Providing helpful assistance to customers and other stakeholders. 
  • Leadership: Influencing and motivating others to work towards a shared goal.
  • Sales: Generating interest in a product or service in order to make sales. 
  • Project Management: Planning, organizing, and controlling a project’s scope, timeline, and resources. 
  • Research: Gaining knowledge through systematic investigation. 
  • Analytical Skills: The ability to analyze data and draw conclusions from it. 
  • Marketing: Creating strategies that promote a product or service to potential customers. 
  • Teamwork: Working collaboratively with others towards a common goal.

Employers also seek particular hard skills; below are some that are currently in high demand.

  • Software Development: Writing code to create software applications. 
  • SQL: Writing queries to extract data from databases.
  • Finance: Analyzing financial documents and transactions.
  • Python: Programming language used for scripting and automation.
  • Java: Object-oriented programming language for web and mobile application development.
  • Data Analysis: Extracting insights from data sets using statistical techniques.
  • JavaScript: Programming language used for creating interactive websites and applications. 
  • Cloud Computing: Utilizing the internet to store, manage, and process data in a virtual environment.  
  • Operations: Managing the day-to-day activities of a business or organization.
  • Customer Relationship Management: Developing strategies to maintain customer relationships and maximize customer satisfaction.

While there are plenty of ways to acquire them, attending a tech boot camp is perhaps the most efficient and effective option. But don’t stop there – consider supplementing your knowledge with industry-specific certificates and other alternative credentials.

By developing these skills, you’ll not only stand out in your job search but also prove to be an invaluable asset to any employer by building and collaborating with diverse and inclusive teams.

Invest in your professional PR

Investing in your professional public relations is no longer a choice but a necessity in today’s job market. Recruiters are no longer sitting back and waiting for the right candidate to come to them; they are now actively searching for potential employees online.

So, if you want to be noticed by recruiters for better job prospects, it’s high time to enhance your online presence. An updated LinkedIn profile, an impressive website showcasing your skills, and a strong social media presence are essential components of your professional PR toolkit.

Remember, your online presence is your digital resume, and if your online persona is not cultivated correctly, it could hinder your career growth.

To begin, take a closer look at your online presence and evaluate the message it conveys. Are you drawing in the intended audience with a potent impact and establishing yourself as a reliable voice in your field?

Jörg Kasten, a managing partner at Boyden, an executive search company, stresses the importance of being more than just a social media influencer with a high follower count. For top-level positions, it is crucial to position yourself as an opinion leader and subject-matter expert, earning the trust and respect of your industry peers.

Professional PR is crucial for advancing your career but beware of overdoing it. When revamping your online presence, be mindful of the content you publish. Posting multiple blogs per week on various subjects may give the impression that you are not the actual author but rather receiving professional assistance.

This could potentially deter headhunters from considering you for job opportunities. So, invest in your professional PR, but practice caution and ensure that your online persona accurately reflects your skills and abilities. Remember, authenticity is key in the digital age.

Recognize your distinct value proposition to potential employers and acquire proficiency in conveying it effectively

In today’s highly competitive job market, it is crucial to recognize and effectively convey your distinct value proposition to potential employers. This requires a deeper understanding of your own skills, strengths, and values and how they align with the desired job role and workplace culture.

Many candidates make the mistake of focusing solely on their hard skills without considering the importance of their social and emotional intelligence. To truly stand out, it’s essential to demonstrate a growth mindset and a hunger for knowledge, which can show recruiters that you are not only capable but also eager to learn and adapt.

Remember, the key to long-term employment, success, and contentment lies in finding the right fit, which starts with knowing your strengths and values.

Foster relationships and connections

In today’s pandemic-stricken world, social connections have become more critical than ever, especially in the workplace. The National Society of Leadership and Success acknowledges that social skills have deteriorated across all generations due to the pandemic, making it challenging to foster authentic relationships with colleagues.

However, people are social creatures by nature, so it’s still necessary to establish and maintain meaningful relationships. Surrounding ourselves with a diverse group of colleagues allows us to learn from their experiences and perspectives, which ultimately enhances our guidance and decision-making skills.

Ultimately, it’s crucial to understand that these relationships are not just personal but can significantly influence our career paths. So, it’s in everyone’s best interests to nurture and foster these relationships.

While it may seem daunting, taking the initiative to broaden your internal network can be as simple as striking up a conversation with a colleague from another department or joining a cross-functional project. And don’t forget the power of virtual networking sites and professional associations in forging new connections. So, be deliberate in your efforts and watch as your network expands and strengthens.

Re-strategize and assess your career goals

In the wake of the pandemic, many professionals have had to put their career goals on hold and re-evaluate their path to success. Jaclyn T. Badeau, founder of Badeau Consulting LLC and a seasoned career coach, declared that the pandemic had forced workers to be more mindful and deliberate in their career planning.

With the world gradually returning to normalcy, there’s a chance for individuals to re-strategize their career goals and emerge with a more focused and purposeful outlook. While the pandemic may have caused disruptions, it has also presented the chance to reassess aspirations and the steps necessary to achieve professional fulfillment.

As we slowly emerge from the pandemic, it’s time to reassess and re-strategize our career goals. If you’re evaluating and establishing your career objectives, consider integrating these tips to shape a path forward after the pandemic.

  • Self-reflection: Reflecting on how the pandemic affected personal priorities and professional prospects is the first step for mapping out your career path. Consider if your goals need realignment based on your shifted priorities.
  • Stay active: Depending on your position, you might think about professional growth, acquiring a new skill, or exploring job opportunities at companies that can better navigate any pandemic-induced instability.
  • Break your larger goals down: Ensure your goals are in line with your priorities, organizational values, and future growth. Break them down into small steps; if seeking promotion, start by reaching out to someone whose role you aspire to or updating your LinkedIn profile.
  • Boost your emotional quotient: The pandemic has made emotional intelligence more crucial. To advance in one’s career, people skills, flexibility, and empathy must be emphasized.

Final Thoughts

Navigating career planning in the “new normal” can be a daunting task, but it’s far from impossible. With the right strategies, anyone can create a thriving career path, no matter the challenges.

Staying informed about industry trends, job market changes, and virtual networking opportunities is key to staying ahead of the competition in today’s job market. This is especially important as the job market continues to evolve rapidly and adapt to the new normal.

Creativity, adaptability, and determination are essential attributes for anyone looking to chart a successful career path in the years ahead. By staying informed and keeping an eye on emerging opportunities, anyone can stay ahead of the curve and build a bright future for themselves in their chosen field.

With a sharpened self-awareness, adept networking skills, and an overall strategic outlook on your career plan, you can be better prepared to tackle the demands of the post-pandemic job landscape.

If you need more guidance and insights on how you can succeed in the ever-changing landscape of the job market, Curran Daly & Associates can assist you with your needs.

Contact us for more information about how a tailored approach could be beneficial to you in staying competitive in a fast-changing market.

References

9 tips for managing remote teams for productivity. (n.d.). Gartner. https://www.gartner.com/smarterwithgartner/9-tips-for-managing-remote-employees

Bloomberg. (n.d.). In Bloomberg – Are you a robot?. https://www.bloomberg.com/news/articles/2021-05-10/quit-your-job-how-to-resign-after-covid-pandemic#xj4y7vzkg

Career guidance in a post-pandemic world. (n.d.). ETF. https://www.etf.europa.eu/en/news-and-events/news/career-guidance-post-pandemic-world

Castrillon, C. (2023, January 16). How quiet hiring will shape the workplace. In Forbes. https://www.forbes.com/sites/carolinecastrillon/2023/01/13/how-quiet-hiring-will-shape-the-workplace/

The future of work after COVID-19. (2021, February 18). McKinsey & Company. https://www.mckinsey.com/featured-insights/future-of-work/the-future-of-work-after-covid-19

Henry, J. K. (n.d.). The “Pandemic proof” career: 3 tips to remain employer competitive in a COVID-era economy. Taking Universities Beyond Online Learning Management | 2U. https://2u.com/latest/the-pandemic-proof-career-3-tips-to-remain-employer-competitive-in-a-covid-era-economy/

Hrala, J. (n.d.). How the pandemic impacted Gen Z’s soft skills. NSLS | The National Society of Leadership and Success. https://www.nsls.org/blog/how-the-pandemic-impacted-gen-z-soft-skills

Is ’quiet hiring’ really a win-win for companies and employees? (2023, April 20). euronews. https://www.euronews.com/next/2023/04/20/what-is-quiet-hiring-and-why-is-it-trending-in-the-workplace

Kasten, J., & Rennolds, N. (2022, September 9). I’m an executive headhunter. Here are the 2 key elements I look for on your social-media profiles — and the things to avoid at all costs. Business Insider. https://www.businessinsider.com/how-to-attract-headhunters-on-linkedin-xing-social-media-2022-9

LinkedIn 2023 most in-demand skills: Learn the skills companies need most. (n.d.). LinkedIn. https://www.linkedin.com/business/learning/blog/top-skills-and-courses/most-in-demand-skills

Pitstick, H. (2021, February 11). 5 tips for setting post-pandemic career goals in 2021. FM Magazine. https://www.fm-magazine.com/news/2021/feb/set-career-goals-post-coronavirus-pandemic.html

Post-pandemic workplaces: Take control of your career. (n.d.). Georgia Tech Professional Education. https://pe.gatech.edu/blog/working-learning/post-pandemic-workplaces

Wiegand, E. (n.d.). Biggest post-covid workplace trends and what to expect in 2023. In Firsthand. https://firsthand.co/blogs/workplace-issues/biggest-post-covid-workplace-trends-and-what-to-expect-in-2023

By: Curran Daly + Associates

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Jerry Amores

Practice Lead, Banking, Financial Services, and Insurance

 [email protected]

LinkedIn

Areas of Expertise

Manager to C- Suite Level

Banking (Retail Banking, Corporate Banking, Investment Banking, Private/Wealth management, Digital), Financial Services (Traditional, remittance, alternative finance, fintech), Insurance ( Life, Non-life, Reinsurance, Insur-tech)

With over 11 years of Executive Search experience, Jerry Amores has built a strong track record in leading talent acquisition strategies and delivering end-to-end recruitment solutions across APAC. His expertise spans Banking, Financial Services and Insurance (BFSI), Recruitment Process Outsourcing (RPO), and a wide range of Talent Solutions, allowing him to support organizations with scalable, efficient, and high-impact hiring programs.

Jerry brings nine years of management experience, during which he has led multi-geography recruitment teams, strengthened operational performance, and fostered strong stakeholder partnerships. He has consistently driven process optimization, team development, and service excellence, while managing senior client relationships and ensuring the successful delivery of executive, specialist, and volume hiring projects.

Grounded in his background in Psychology, Jerry is deeply passionate about mental health and people development, which shapes his leadership philosophy and collaborative approach. He is committed to creating supportive, productive, and growth-oriented environments—both for his teams and the clients he serves—while continuously elevating recruitment standards and talent strategy impact.

 

Pam Delas Alas

Client Relations and Digital Marketing Lead

I shape the digital presence of Curran Daly & Associates through thoughtful branding, strategic content, and marketing that connects with the right audience.

 [email protected]

LinkedIn

Pam is a digital marketing and client relations professional with nearly a decade of experience in B2B lead generation, brand strategy, and early-stage sales enablement. She specializes in content that connects, campaigns that convert, and client journeys that start strong.

She started her marketing journey in 2016, gaining hands-on experience in business development, campaign execution, and client acquisition. She later took on lead generation and digital asset management as a Digital Marketing and Client Executive. Today, she drives branding and marketing at Curran Daly & Associates—boosting SEO visibility, launching outbound campaigns, and supporting lead generation and client onboarding. With a sharp eye for strategy and a collaborative style, Pam helps turn first impressions into long-term partnerships.

She holds a Bachelor’s degree in Marketing Management from Far Eastern University – Diliman and is passionate about using content to elevate brand image, drive recall, and support business growth. Her work spans branding, digital strategy, SEO, and client acquisition—contributing to how the firm builds presence and fosters long-term success.

Honey de los Reyes

Financial Controller

I bring discipline and dedication to finance and accounting—driving growth by transforming numbers into strategic insights, anchored in integrity and operational excellence.

[email protected]

LinkedIn

Honey is a results-driven finance leader with over a decade of experience in accounting, taxation, and financial operations—spanning both professional service firms and corporate finance environments. She brings together deep technical proficiency and a commercial mindset to streamline financial systems, ensure full regulatory compliance, and support strategic growth.

As a Certified Public Accountant, Honey started her career in public practice, gaining a strong foundation in audit, tax, and regulatory advisory. She later transitioned into corporate finance, where she broadened her impact by managing end-to-end finance functions—from daily operations and payroll to high-level budgeting and forecasting.

She joined Curran Daly & Associates as Financial Controller, where she plays a critical role in financial leadership, systems transformation, and business process optimization. Beyond financial reporting, Honey partners closely with operational and executive teams to strengthen internal controls, drive cost efficiency, and support long-term planning.

Throughout her career, she has developed a strong reputation for operational excellence, collaborative leadership, and unwavering integrity. She brings both discipline and heart to her work—mentoring and empowering stakeholders with clear, actionable financial insights.

Honey holds a Bachelor’s degree in Accountancy and is a licensed CPA in the Philippines. She is passionate about continuous improvement and upholding financial excellence in a rapidly changing business environment.

 

James Kopp

Regional Director

Trusted recruitment partner for senior roles in CX, Sales, Operations, and Transformation across Southeast Asia and ANZ.

[email protected]

LinkedIn

Areas of Expertise
Specialising in retained search assignments for senior and executive level leadership roles.

James Kopp began his executive search career in 1996 with de Jager Executive Search in Sydney, specializing in Automotive and Technology markets.

He later held leadership roles at Interim Technology, Spherion, and Korn Ferry Futurestep, before establishing Curran & Associates Melbourne in 2005.

For over 20 years, James has been Director of Executive Search at Curran & Associates, focusing on IT, Sales, Operations, and CX senior appointments across Australia and Asia.

He recently joined sister company Curran Daly & Associates to support executive search across the APAC region.

Previously, James spent 15 years at Toyota Motor Corporation Australia, leading regional and national divisions, including Lexus and Customer Relations. He holds qualifications in business and human resources and is a certified EQ-i 2.0 and EQ 360 practitioner.

 

Cess Rañola

General Manager, Recruitment

Passionate advocate of Human Resources with more than a decade of bringing people and opportunities together.
 [email protected]
LinkedIn
Areas of Expertise
  • Executive Search in FMCG,
  • Renewable Energy,
  • Industrial Manufacturing,
  • Infrastructure,
  • Semiconductor,
  • Real Estate & Construction,
  • 3PLs and Hospitality

Princess “Cess” Rañola has been bringing people and opportunities together for more than a decade as a Talent Acquisition Leader and Strategist for both internal and external firms, including Fortune 500 and local conglomerate companies. Throughout her career, she has skillfully combined her business sense, strong people skills, business growth, and strategic approach that impacts all of her stakeholders.


She joined Curran Daly as one of its transformation leaders in 2023, responsible for overseeing the recruitment operations in the Philippines—all while performing senior management and executive-level assignments in a variety of industries. Cess has a strong reputation and a good eye for finding the right candidates for every role— with a successful track record recruiting top talents from entry-level positions to C-suite executive leadership roles in a wide range of industries, including but not limited to Fast Moving Consumer Goods (FMCG), Renewable Energy, Industrial Manufacturing, Infrastructure, Semiconductor, Real Estate & Construction, 3PLs, and Hospitality. She also advised start-ups and non-engineering companies with notable key leadership placements in the BPO, IT, Banking, Financial Services, and Insurance (BFSI) industries.


Cess holds MBA credits from Singapore Business School, and a Bachelor’s degree in Psychology from De La Salle University-Lipa. She is a Certified DDI Behavioral, a Certified Targeted Selection® Recruiter, and a Certified Social Sourcing Recruiter (CSSR).

Margaret Agustin

PRACTICE LEAD

Talent matchmaking success through strategic sourcing approach and dependable client and candidate partnership.
 [email protected]
LinkedIn

Meg brings 19 years of total experience in talent acquisition, including 11 years in executive search with Curran Daly and Associates. She currently serves as Practice Lead for the BPO and Shared Services Tower, where she leads a specialized recruitment team delivering end-to-end hiring solutions for companies across the sector.

Her practice partners with BPO and Shared Services companies of all shapes and sizes—from established market leaders to start-ups, as well as organizations scaling rapidly or launching new teams in the Philippines for the first time. Meg and her team support both niche volume hiring and senior leadership searches across all major job families, with deep expertise in Finance, Operations, and Human Resources.

Meg has extensive experience managing retained search and project-based assignments, with a strong track record of successfully closing leadership roles from manager level through to C-suite. She is particularly effective in reviving aging or difficult-to-fill roles, leveraging her extensive market network and long-standing relationships to unlock talent that is not readily accessible through traditional channels.

Her key strengths lie in relationship-driven recruitment—building trusted partnerships with both clients and candidates to ensure alignment beyond skills alone, and consistently delivering the right long-term fit for complex and business-critical hires.

Paula Piala

PRACTICE LEAD

 [email protected]
LinkedIn
Areas of Expertise
  • Sales and Marketing (Mid to C-Suite level)
  • FMCG (Food and Non-Food), Retail (Luxury, Fast Fashion, Automotive), Healthcare (Ethical Pharma, Consumer Healthcare, Lifesciences, Medical Devices, Healthcare Services)
Paula is a seasoned recruitment professional with seven years of experience, bringing a wealth of expertise in technical recruitment, client management, and strategic hiring practices across multiple industries.
  Her career began after university when she joined a global financial technology company as an internal technical recruiter, gaining a deep understanding of the nuances of technical recruitment. Seeking broader exposure, Paula joined a global recruitment consulting firm, where she spent five years growing her career. There, she became a Consultant for the Sales and Marketing team, specializing in recruitment within the FMCG, retail, professional services, and healthcare sectors.
  Throughout her career, Paula has consistently demonstrated her ability to excel in client and account management, business development, and strategic recruitment planning. She has successfully placed high-caliber candidates in a range of roles across local and global FMCG companies, fast-fashion retailers, ethical and consumer healthcare organizations, and the financial services industry.
  Paula is also a passionate advocate for Equity, Diversity, and Inclusion (ED&I). She believes in creating equal opportunities for everyone, regardless of gender, age, or nationality, fostering inclusive work environments. For her, recruitment is not just a profession but a platform for building long-term, meaningful relationships that drive success for both candidates and clients.
  Her dedication, industry expertise, and commitment to ED&I make Paula a trusted partner for any organization looking to find and nurture top talent.

Fab Javier

PRACTICE LEAD

 [email protected]
LinkedIn
Areas of Expertise
  • Technical Roles (developers – CTO level)
  • Commercial (finance, sales, accounting)
  • Industry expertise: IT/technical, start-up, banking, fintech & insurance
Fab has more than 7 years of experience in recruitment, including 2 years in a leadership role. She is skilled at aligning technical talent with business goals across various industries, including IT, BFSI, FMCG, and global markets.
  She began her career as a technical recruiter at an IT consulting company. After 2 years, she moved to an HK-based recruitment firm, followed by 2 years at a local recruitment firm. She then returned to an IT consulting firm before joining Curran Daly as a Practice Lead. Fab has a proven track record of recruiting top talent for both technical and non-technical roles, including IT Business Analysts, Solutions Architects, Developers (Java, iOS, Android, etc.), IT Project Managers, and Solutions Designers. She also has experience recruiting for executive positions such as CTO and CISO.
  With her extensive experience in recruitment, Fab is confident that she can deliver results while ensuring good relationships with her clients and candidates.

Aya Manzon

SENIOR CONSULTANT

 [email protected]
LinkedIn
Areas of Expertise
  • Technical Hiring (Engineering, Construction, & Infrastructure)
  • Technology Hiring (IT Managers, Cloud/Infra/Development)
  • Support Functions (Sales, HR, Accounting & Finance)

Aya is a skilled HR and Recruitment professional with over 7 years of experience, beginning her career in HR Administration before discovering her passion for Recruitment. She started with Compensation & Benefits and Payroll but transitioned to Recruitment, where she has excelled for the past 6 years.
Her recruitment expertise spans PH Executive Search across industries such as Engineering, Construction, Infrastructure, Fintech, Shared Services, BPO, Logistics, Start-ups, Technology, Industrial Manufacturing, and Healthcare. She has successfully placed talent in diverse functions—including Engineering, IT/Technology, Finance & Accounting, HR, and Sales & Marketing—covering roles from management to C-level executives.
She is highly proficient in Full Cycle Recruitment, Account Management, and Business Development, with a proven ability to deliver exceptional results. Aya’s additional skills include Process Improvement, Recruitment Marketing, Talent Mapping, Niche and Volume Hiring, and Negotiations.
Passionate about fostering meaningful connections, Aya understands the importance of aligning organizational culture and values with candidate skills and career goals. Her approach ensures long-term success for both clients and candidates, focusing on building strong relationships that drive growth and achieve mutual goals.

Karen Magat

PRACTICE LEAD

Bringing world-class talents to every organization by glorifying his name through my lifelong mission of providing jobs for EveryJUAN.
 [email protected]
LinkedIn
  • Areas of Expertise
  • Leadership to Rank and File Hiring and Volume Hiring
  • Commercial (Finance and Accounting, Sales, Marketing, Human Resources, Business Development, Operations)
    Supply Chain and Logistics
  • Technical Engineering for Manufacturing and Industrial
  • Industry Expertise/Exposure: Fast Moving Consumer Goods, Manufacturing, Industrial, Semiconductor, QSR, Hospitality, Retail, Life Science, Supply Chain and Logistics and Start-Ups
Karen brings with her a decade of experience in the Human Resources and Recruitment field, she took a leap of faith when she started an HR role for a manufacturing company, after working for 2 years in the Hospitality Industry and eventually began her recruitment journey in a local manpower firm, catering to clients across various service-oriented industries and gaining exposure to both volume and mass hiring.
  After her tenure in the local manpower industry, she transitioned to become a full-time HR Practitioner and showcasing her skills by taking impactful roles, focusing on Talent Acquisition, Employee Engagement, Talent Management, and Employee Relations. This enabled her to develop into an effective communicator and a trusted business partner with the service-oriented companies she worked with.
  In 2021, Karen reunited with her ‘first love’ (Recruitment) by joining one of the country’s largest executive search firms as a Senior Recruiter. She was part of the top-notch recruitment team, supporting clients from diverse industries and fostering strong, harmonious professional relationships. As a recruitment business partner, she consistently provided the best talents suitable for both our internal and external stakeholders’ organizations. Karen steadily progressed to the role of Executive Search Manager, consistently exceeding her targets, and successfully filling roles across different industries.
  Leveraging her extensive HR experience, Karen is also passionate about leading learning and development, employee engagement, values formation, and corporate social responsibility projects. She is now part of CDA’s core leadership team and pioneered the Consumer Goods, Hospitality, Retail, Life Sciences, and 3PL tower.

Margarita Morelos

PRACTICE LEAD

Empowering Careers and Businesses with Top Talent, Connecting People to Opportunities for Growth and Success.
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Margarita brings over a decade of expertise in IT and corporate recruitment. Her career journey reflects a steadfast commitment to fostering a collaborative and equitable work environment, with a strong focus on consistent results.
  Margarita Morelos has a proven track record of recruiting top talent across a diverse range of industries, successfully placing candidates in roles from associates to C-suite executives. Her expertise is particularly strong in the Information Technology (IT) sector, where she has filled key positions such as CIO, CTO, and VP of Data Analytics, as well as roles in software development and system architecture.
  Additionally, Margarita has achieved significant placements in both local and international companies, ranging from start-ups to large conglomerates, as well as within the banking and financial services sector, recruiting key leadership roles. She has also been successful in placing corporate leaders, including CFOs, HR heads, and general managers, in various industries such as renewable energy, industrial manufacturing, and real estate.
  Her strategic approach to sourcing, along with her extensive industry network, enables her to meet the unique recruitment needs of each client, ensuring successful placements and fostering lasting partnerships.

Leigh Teo

Associate Director, Executive Search

Helping organizations find their next stars through data-driven insights and human-centered strategies. Let’s connect and redefine talent acquisition together.
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Areas of Expertise
  • Sales and Marketing (Management, Operations, Research and Development)
  • Legal Practice (Corporate/Commercial Law, Regulatory and Compliance, Contract Management, Taxation)
Leigh is an industry expert with more than 11 years of successful experience in full life cycle experience in recruitment covering in-house and recruitment firm set up for volume, entry, and executive-level positions. She has proven ability to foster relationships for industries like Consumer, Life Science, Technology, Industrial, and Business Process Outsourcing opportunities.
  Leigh began her career in recruiting at a top Business Process Outsourcing Company in Cebu, Philippines as Recruitment Officer for 5 years. In 2013, she moved to Manila to join Curran Daly and Associates, initially as a Recruitment Consultant before being promoted to Senior Consultant in a role where she was responsible for middle management and senior-level assignments for roles across Southeast Asia. Leigh rejoined Curran Daly in 2021 after spending some time with a Singapore-based executive search firm dedicated to supporting Asia Pacific requisitions.
  Leigh knows that people hire people, not resumes. Companies are not just looking for a set of qualifications that match a job description. She is most fulfilled when helping people to grow professionally. Her vision and ability to nurture relationships lead to long-term solutions and success.

Kevin Fitzgerald

Director, Executive Search

My clients and my candidates are one and the same, I strive to deliver quality candidates to my clients and a quality service to my candidates.
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Areas of Expertise
  • Senior and Executive Operations
  • Finance
  • Project Management
Kevin spent more than 20 years working in procurement and project/finance management, predominantly in an international development environment. His career has taken him all over the world, enjoying both short and long-term working assignments in a variety of countries, from Angola to Uzbekistan, taking in the likes of Bolivia, Egypt, Japan, Kyrgyzstan, Macedonia, and Zambia along the way.
  He arrived in the Philippines in 2008, initially managing Japanese government-funded development projects around the country, before joining Curran Daly as a Senior Management Consultant in 2015.
  Kevin became a Director of the company in 2017 from which point he managed Senior Management and Executive level assignments across various industries notably in the areas of Operations, Finance, and Project Management.
  Kevin has a thorough/process-driven approach to his work, leaving no rock unturned, an approach warmly received by both his clients and his candidates which has in no small part led to him building a strong network of Senior/Executive level business contacts across the region.

Geoff Curan

MANAGING DIRECTOR, AUSTRALIA

Keep fit, love my family, sport and the Italian language.

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Areas of Expertise
Executive Search in Sales, Service, Analytics, and, BPO – Australia, Philippines

Geoff Curran has a Bachelor of Economics from the University of Western Australia and over twenty years experience as a specialist recruitment practitioner. During that time he has worked with organizations to secure talent at the middle and senior levels.

Geoff began his recruitment career in Perth in the early 1980s. After several years with a national management consulting firm, he joined Arthur Andersen & Co. to establish its executive recruitment division.

In 1989, Geoff moved to Sydney and at Morgan and Banks specialized in recruiting for accounting and finance. He then spent two years in London, further developing his skills in this field. He returned to Sydney in 1994 and joined Margot Davis and Company, a recruitment consultancy which specialized in marketing, advertising, and marketing communications. He subsequently became a shareholder and a director in said business.

Geoff established Curran + Associates in 1998. His approach to executive recruitment and search is founded on several basic principles: knowledge gained through specialization, being relevant to both clients and candidates, and delivering outcomes quickly and efficiently. In 2009, he started a business in the Philippines, this time focused on executive appointments to the BPO sector. In 2014, it became what is now known as Curran Daly & Associates.

Geoff Daly

Managing Director, South East Asia

Rugby and cricket tragic, scuba diver, and traveller!
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With over eighteen years in senior HR roles, Geoff has enjoyed a successful HR career “assisting business leaders with solutions to their people issues.” Working across several industry sectors, Geoff has had a long career in international HR with assignments in Eastern Europe and East Africa, first having worked in China and Hong Kong back in 1996. Geoff’s strength is being able to create rapport with business leaders of all backgrounds and understanding the way to get the best performance from a multi-cultural workforce.
  Since 2007, Geoff has been providing HR consulting services into the Philippines, relocating permanently to said Southeast Asian country in early 2009. This in-country experience has given Geoff a unique understanding of Philippine culture as well as issues that impact the sourcing of outstanding people for clients.
  Geoff joined Curran Daly & Associates in 2009. Geoff holds an MBA from Melbourne Business School and a Bachelor of Business in HR. Back in Sydney, he was an active surf lifesaver, spending over ten years patrolling Coogee Beach. Geoff is also a passionate rugby and cricket tragic, and in more recent years has fashioned himself into an avid global traveler and keen scuba diver.