In this recent Quartz at Work article: Headhunters have a much harder job in the age of "Me Too," executive search firms Russell Reynolds and Korn Ferry chime in on how the #MeToo movement has changed their CEO search practices to encompass candidate "personality" diligence in addition to traditional skill sets, and how certain leadership attributes historically perceived favorably for CEO candidates may now be deemed disadvantageous or too risky. The implications are significant in that the candidate pool profile is being redefined based on behavioral issues, many of which are detectable only by personal observation or word-of-mouth.