Financial Data and Key Metrics Changes - Consolidated fee revenue grew 7% year-over-year to $722 million [11] - Adjusted EBITDA increased by $8 million, or 7% year-over-year, to $125 million, with an adjusted EBITDA margin of 17.3% [11] - Adjusted diluted earnings per share rose by $0.12, or 10% year-over-year, to $1.33 [11] Business Line Data and Key Metrics Changes - Executive search fee revenue grew 10%, marking the sixth consecutive quarter of year-over-year growth [11] - Professional search and interim fee revenue increased by 17% year-over-year, with professional search up 7% and interim, including the Trilogy acquisition, up 24% [11] - RPO delivered $253 million of new business in the quarter, with 16% from new logos and 84% from renewals [11] Market Data and Key Metrics Changes - Fee revenue in the Americas was up 3% year-over-year, led by executive search and RPO [12] - EMEA fee revenue grew 20% year-over-year, with growth in executive search, professional search, interim, consulting, and digital [12] - APAC fee revenue remained flat, with moderate growth in executive search and professional search, offset by slight declines in RPO, consulting, and digital [12] Company Strategy and Development Direction - The company is focusing on a unified "We Are Korn Ferry" strategy, integrating multiple solutions to create enduring client partnerships [4][6] - The launch of the new Talent Suite technology platform is expected to enhance the company's ability to serve clients as a holistic talent partner [9] - The company aims to drive long-term, profitable, and sustainable growth by leveraging foundational assets to deliver differentiated solutions [14] Management's Comments on Operating Environment and Future Outlook - Management expressed confidence in the company's positioning for a strong 2026, emphasizing the need for talent in the current uncertain business environment [8][14] - The outlook for the third quarter of fiscal 2026 anticipates fee revenue between $680 million and $694 million, with adjusted EBITDA margins ranging from 17.2% to 17.4% [13] - Management noted that the current economic conditions have not significantly changed, and they remain focused on identified growth opportunities [24] Other Important Information - Estimated remaining fees under existing contracts increased to $1.84 billion, up 20% year-over-year [11] - The company returned almost $70 million to shareholders through repurchases and dividends during the quarter [12] - The Talent Suite launch is expected to provide significant opportunities in areas such as pay transparency and analytics [47] Q&A Session Summary Question: Strength in executive search business - Management noted significant growth in executive search worldwide, driven by changing leadership needs and the retirement of baby boomers [16] Question: Historical referral rates and future expectations - Management indicated a historical referral rate of 25%-26%, with a goal to increase it to 35% as the strategy evolves [18] Question: Improvement in placement-type solutions - Management confirmed that the strategy is working, with sequential growth in Professional Search and Interim Solutions, and noted the quality of their IP and AI usage in RPO [24] Question: Consulting bill rates and margin dynamics - Management highlighted that bill rates have increased due to larger, more impactful engagements, and there remains substantial opportunity for further growth [27][33] Question: Impact of AI on search efficiency - Management stated that while technology has improved efficiency, the larger impact comes from changes in work processes post-COVID [38] Question: Financial impact of Talent Suite - Management expects the Talent Suite to significantly enhance client engagement and analytics capabilities, leading to increased monetization of IP [46][47] Question: Changes in behavior since competitor went private - Management reported no noticeable changes in market behavior following the competitor's transition to private [51]

Core Insights - Job boards remain a significant platform for hiring, with 69% of employers conducting most of their hiring through them and 32% expecting increased reliance in the next year [2][3] - Candidates also favor job boards, with nearly 80% using general job boards and 54% utilizing industry-specific ones [2] Employer Preferences - Employers desire job boards to evolve by offering features such as messaging, prescreening questions, skills assessments, interview scheduling, job ad writing, and applicant tracking system integrations [3] - Other popular recruiting methods include employee referrals (71%), company websites (50%), and professional networking sites like LinkedIn (46%) [4] Candidate Behavior - Job seekers utilize professional networking sites (55%), company websites (45%), search engines (42%), and networking (33%) in their job search [5] - Candidates suggest that employers improve communication by providing hiring timelines, salary ranges, contact information, benefits details, and insights into company culture [5] Communication Challenges - Better employer branding and storytelling can enhance candidate engagement, addressing issues like ghosting and fake job postings, which are significant frustrations for candidates [6] - Communication between candidates and employers is a major concern, with 59% of candidates and 51% of employers citing ghosting as a frustration [6] Impact of AI - AI tools are expected to play a larger role in recruitment, potentially improving communication but necessitating transparency regarding AI usage [7] Application Process Issues - Online recruiting systems need to simplify complex application processes, as nearly 60% of candidates have abandoned applications due to frustration [8] - Candidates report that confusing applications and poor communication are their primary job search challenges [8]