The Great Reshuffle: Why Luxury Talent is More Mobile Than Ever

The luxury industry stands at a fascinating crossroads. With LVMH, Kering, and Richemont dominating the market, we are seeing an era of unparalleled talent mobility, both internally within these luxury giants and externally across the broader industry. The question is: Does this movement empower the industry to innovate and evolve, or does it create a bottleneck that stifles fresh talent and ideas?

As a global luxury headhunter, co-founder of MōDUM, and career consultant, I have worked closely with senior executives, foundation professionals, and graduates navigating this volatile yet exciting market. Through my work with MōDUM and Profile Reconstruction, and as a tutor at the University of the Arts London, I’ve had the privilege to observe these dynamics from multiple perspectives—recruiter, mentor, and strategist.

The Trend: Mobility in Luxury

Recent years have witnessed an increase in talent shifting between the industry’s powerhouses. According to industry data, nearly 40% of luxury executives change companies every 3-5 years, and internal mobility rates at groups like LVMH have risen by over 30% in the past decade. While this demonstrates an emphasis on leveraging internal talent pipelines, it also raises questions about innovation and inclusivity.

At its best, internal mobility fosters loyalty, strengthens institutional knowledge, and polishes internal operations. It allows companies to groom high-potential employees and retain their expertise. For instance, LVMH’s Inside LVMH program is designed to nurture talent across its maisons, promoting a sense of belonging and collaboration.

However, external mobility—talent moving between companies—offers a contrasting advantage: it brings diverse perspectives, innovative strategies, and fresh energy. Richemont’s appointment of new CEOs for Cartier and Montblanc in recent years highlights how external hires can rejuvenate established brands.

The Challenge: Is the Luxury Industry Open Enough?

Despite this reshuffle, luxury brands are often criticized for being insular. The industry remains heavily reliant on talent with prior experience in luxury, which narrows the pool of applicants and creates a cycle that can limit innovation. This is particularly relevant as new generations demand luxury brands to become more inclusive, sustainable, and digitally forward.

Through my work as a lecturer and headhunter, I’ve seen highly qualified candidates from tech, sustainability, and other innovative fields struggle to break into luxury, despite the transferable value they could bring. For example, a 2024 LinkedIn Talent Report revealed that only 25% of luxury hires come from outside the industry, compared to 40% in tech and 35% in retail.

This inward focus risks creating an echo chamber, particularly at a time when luxury needs to embrace new ideas to thrive in a rapidly changing global market.

The Opportunity: Balancing Tradition and Innovation

To remain competitive, the luxury industry must strike a balance. While internal mobility has its advantages, luxury brands need to broaden their horizons to welcome talent from diverse backgrounds. Doing so will not only inject fresh ideas but also position the industry as a leader in inclusivity and innovation.

At MōDUM, we’ve found success by encouraging clients to consider candidates with unconventional career trajectories, particularly those with expertise in sustainability, technology, and data-driven marketing. Similarly, at Profile Reconstruction, I coach individuals on how to translate their non-luxury experience into compelling narratives that resonate with hiring managers in this industry.

Call to Action

As we navigate the "Great Reshuffle," luxury leaders must ask themselves: Are we truly open to new talent, or are we merely refining what we already know? The industry thrives on creativity, craftsmanship, and vision—qualities that cannot be confined to traditional pipelines.

For those looking to hire, the time is now to embrace a more open, innovative approach. For those seeking to break into luxury, this is your moment to make your voice heard and your skills visible.

Let’s reshape the luxury talent ecosystem together, fostering both tradition and transformation.

I’d love to hear your thoughts: How do you see talent mobility shaping the future of luxury?

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