What the new Development Corporation powers could mean for board-level talent demand

Development Corporations (DCs) have long been used to deliver complex regeneration and growth projects, but new government proposals could hand them wider powers over planning, infrastructure, and environmental delivery. While most headlines have focused on bricks, roads, and green space, there’s another critical factor in getting these projects right: the boards that govern them. 

Governance is the gamechanger 

A Development Corporation’s success will hinge on the quality and breadth of its Chair and Non-Executive Directors (NEDs). These individuals set the strategic direction, ensure accountability, and keep delivery aligned with the public interest. With the potential for several new DCs to be designated in the next few years, we’re likely to see a marked increase in demand for board-level recruitment and opportunity for talent. 

The fight for board talent is already on 

Board recruitment across the public and infrastructure sectors is already competitive. According to the Cabinet Office 2022/23 Public appointments data: 

• Women made just over half of all new public appointments 
• Ethnic minority appointees accounted for the mid-teens in percentage terms 

That’s a welcome shift towards greater representation but it also highlights a challenge:  the pool of candidates with both the necessary technical expertise and lived experience of diverse communities remains limited.  

The FTSE Women Leaders Review 2024 reported that women now hold around 42% of FTSE 350 board positions, up from the mid-30s just a few years ago. While that’s in the corporate sphere, the upward trend is influencing public appointments too, meaning that new DCs will be under increasing pressure to reflect diversity in their governance structures from day one. 

It's a numbers game – and numbers are tight 

Roles blending major projects, housing delivery, and place-making expertise are already among the hardest to fill. In Tile Hill’s own campaigns for arms-length bodies and local government vehicles, we’ve seen shorter candidate lists for these specialist NED positions compared with general governance roles.  

Add in multiple DCs recruiting in parallel and you create a scenario where organisations are competing for the same small group of highly qualified people.  

Even if just a handful of new DCs are created, each will likely require: 

• A Chair  
• Four to eight NEDs 
• Plus committee members for Audit & Risk and Remuneration functions.  

That means dozens of high-calibre, senior, appointments nationally, often needed in compressed timeframes. 

What these boards will need 

To meet the ambitions of the new powers, DC boards will need a blend of: 

• Major capital and infrastructure expertise 
• Planning and land skills 
• Housing and regeneration knowledge 
• Commercial and financial acumen 
• Community and fairness leadership 
• And a strong grasp of net zero and biodiversity priorities.  

Many boards will aim for a balanced mix – including leaders with experience in multi-partner governance (e.g. combined authorities or complex public-private partnerships). Chairs with this background will be in the highest demand. 

Smarter recruitment starts with structure 

The most effective board recruitment campaigns are built on: 

• Clarity – being explicit about statutory powers, risk appetite, and measures of success from the outset makes it easier to attract the right candidates 
• Balance - mapping which skills must sit on the board versus which can be accessed through advisory panels avoids overloading recruitment briefs 
• Inclusion -  designing inclusive processes that reach under-represented groups aligns with public appointments diversity targets and creates stronger boards 
• Sequencing – appointing the Chair first can help shape tone, culture and mix of skills 

Why it pays to prepare early 

At Tile Hill, we specialise in public sector executive and NED recruitment, with deep networks across planning, regeneration, housing, and infrastructure leadership.  

We combine market mapping with data-led outreach to broaden candidate pools without compromising on technical quality. We can help you scope, stage, and staff the board so you begin with the governance strength you need and the credibility your partners expect. 

Final thought… move early 

The expansion of Development Corporation powers could trigger a wave of board recruitment - and the supply of qualified candidates is already stretched.  

For sponsors of new DCs, the smartest move will be to plan early, sequence appointments carefully, and work with recruitment partners who understand the sector’s complexity. When the starting gun fires, you don’t want to be chasing talent – you want your board ready to lead.