Actual problems of recruiting regional political elites in Russia: on the example of the Rostov region

Introduction. This article analyzes the transformation of regional political elite recruitment principles in contemporary Russia. The relevance of this study stems from the following key factors: the regular turnover of senior regional administrators following the replacement of heads of constituent entities of the Russian Federation, changing demands on elites during a major military operation, the transition of Russian political elites to a new value-based and target-oriented phase (the patriotic elite), and the need to attract individuals with relevant managerial competencies to state and municipal service. Using the example of the Rostov region, where a de facto change of governor took place in 2024-2025, both traditional and innovative channels of elite recruitment are examined.

The purpose of the study is to identify the advantages and risks of currently used technologies for selecting personnel for senior state and municipal positions in the constituent entities of the Russian Federation.

Methods. The theoretical basis is an understanding of elite recruitment as a process of identifying, selecting, promoting, and securing individuals with the necessary qualities in positions of power. Institutional analysis, comparative methods, and a structural-functional approach are used.

Results and conclusions. It was found that, alongside traditional channels (civil service, party careers, business, law enforcement agencies, scientific and educational environments, and family and clan connections), educational recruiting technologies have been actively implemented in the last decade. At the federal level, this is the "Time of Heroes" project, and at the regional level, its equivalent, "Heroes of the Don" (Rostov Oblast). The "Heroes of the Don" program offers a year-long professional retraining program for SVO participants, followed by mentoring and a mandatory internship. The selection process involved over 10 applicants per spot, and 65 finalists began their training. The program includes modules on public policy, economics, regional and municipal governance, modern management technologies, and fostering a worldview based on core values: family, patriotism, and a healthy lifestyle. The "Heroes of the Don" project should be recognized as appropriate for the current socio-political situation. Its advantages include: creating an alternative social mobility for combat veterans, updating the elite's value profile, reducing corruption and clannishness, strengthening ties between the army and society, and providing political legitimacy to power. Risks include a lack of mental fitness for the new conditions, conflict with the established management culture, and a shortage of relevant competencies. The program's mechanisms already incorporate tools to minimize these risks: a multi-stage selection process, the participation of a qualified public council, mentoring, and internships. Final conclusions on the program's effectiveness will be available after graduates are employed (August 2026). Further research should focus on monitoring career trajectories and comparing the effectiveness of program graduates with traditional civil servants.

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