Five Generations, One Workforce

The first quarter of 2026 feels different than years past. After a series of pandemic disruptions, return-to-work battles, and constant market pivots, there's a sense of settling. Not calm—but a recognition that change is constant, and leaders need to adapt accordingly.

With that in mind, organizations are rethinking alignment. The question isn't just "who do we need?" but "what kind of talent reflects who we're becoming?" This shift is driving hiring at the director and VP levels—organizations are building from the middle out as they redefine their cultures and operations.

This brings me to a topic that deserves more attention: age in the workplace. At Pyramind, we've placed executives in their seventies who outperformed candidates in their twenties. Yet according to AARP's 2025 research, 64 percent of workers aged 50-plus report seeing or experiencing age discrimination—and 22 percent feel they're being pushed out because of their age. The data reveals something unexpected: the traditional targets of workplace discrimination aren't the only ones facing challenges anymore.

Five generations now work side by side—Gen Z, Millennials, Gen X, Boomers, and Traditionalists—each with different expectations about work hours, communication, and what commitment means. In certain professions where institutional knowledge and time in the seat matter—roles deeply embedded in niche ecosystems—these generational tensions have real consequences for how we identify and assess leadership potential.

This month, I recorded  a conversation with Cheryl Beversdorf for her Aging Matters podcast (out February 24), addressing the substantive question of how age shapes hiring decisions and what organizations should consider.

As hiring momentum builds this year, the leaders who think strategically about generational dynamics will find exceptional talent others miss.

Speaking of exceptional talent, my team has grown over the past two years, and I’m excited to share more about Victoria Geis, Pyramind’s Principal, in this issue of The Navigator, as well as updates on our work in executive search. 

Warmly, 

Hope Johnson

This quarter, we're spotlighting Victoria Geis, who joined Pyramind as Principal in 2024. Victoria brings a distinctive combination that strengthens our client partnerships: deep HR leadership experience paired with retained search expertise.

What makes Victoria particularly valuable to our clients is her knowledge of what it’s like to be  on the inside: the HR leader making the hire. She's navigated the emotional complexity of executive search from their perspective, which allows her to build trusting relationships and guide organizations through difficult decisions with compassion and creative problem-solving.

Her dual perspective helps Pyramind clients identify authentic leadership potential that aligns with both strategic direction and organizational culture. We're so grateful that she’s here.

Q: Why did you join Pyramind?

I experienced Hope's excellent process firsthand as a client. When I was ready to return to executive search, the industry where I started my career, Pyramind was the only call I needed to make. I knew I’d be contributing to a boutique firm with high standards; a fantastic client base; an effective process; and the candor, wisdom, and support companies deserve.

Q: What have you learned about Pyramind’s approach since joining?

The process is everything. It's thorough, intentional, and built around each client’s unique needs. Nothing is phoned in. That’s evident in our results.

Q: What surprised you most in your first year?

Executive search is like riding a bike. You never forget how to do it. But it wasn’t until I experienced Pyramind’s process as a practitioner—not just a client—that I trusted its ability to deliver every time.

Q: How does your HR background enhance the search process?

I know firsthand that the right person, in the right role and the right environment, and at the right time is a recipe for an engaged, fully productive professional; a collaborative and effective team; and organizational success.

Through my time in HR, I’ve honed my ability to connect with people at any stage of their career journey, discern their motivations and needs (even those that may not be evident to them), and recognize the organizational components that allow them to shine.

Q: What do you want prospective clients to know?

We listen first. Our process is built to deliver no matter what—and we genuinely care about the outcome.

Aging Matters Podcast | February 24, 2026

Hope recently joined Aging Matters podcast host Cheryl Beversdorf to discuss recruitment of older adults, examining how age discrimination affects hiring decisions and what organizations managing multigenerational workforces should consider. The episode aired February 24 on Apple Podcasts, Spotify, REDCIRCLE, and Mixcloud.

Arlington Food Assistance Center Soup’er Bowl Sunday | Feb 8, 2026

Pyramind was proud to support the Arlington Food Assistance Center’s 14th Annual Empty Bowls, a community fundraiser featuring delicious homemade soups by local chefs, served in beautiful hand-thrown bowls by local artists.

Congratulations to our clients making strategic hiring decisions as the year gains momentum. Your commitment to thoughtful talent acquisition positions your organizations for sustainable success.

The Navigator will return in Q2 2026.