Hiring Whiplash: What the Last 6 Months Have Taught Us
The last six months have been anything but predictable for hiring teams. One week, we’re fielding urgent reqs for multiple roles. The next, hiring is paused due to budget shifts or an unexpected internal hire. If you’ve felt like you’re navigating the talent market with a blindfold on—you're not alone.
But through the ups and downs, patterns have emerged. Whether you’re actively hiring or on a temporary freeze, these five lessons from the front lines can help you build smarter, more resilient hiring strategies moving forward.
1. Speed Still Wins—Even in a Slow Market
Some hiring managers assumed a slower market would mean less competition. In reality, top candidates are still fielding multiple offers, especially in niche or senior roles. Companies that made fast, intentional moves consistently secured the best talent—even in industries feeling budget pressure.
Takeaway: Streamline your interview process. The companies that act decisively are still hiring top performers, while others are left waiting (and restarting).
2. Internal Referrals Are Up—But They're Not Always the Best Fit
Many companies are leaning on internal referrals more than ever to reduce hiring costs and risk. But defaulting to internal hires without a proper evaluation often leads to mismatches or missed external talent.
Takeaway: Use referrals strategically—but don’t let them replace a real search if the role requires fresh perspective or specialized skills.
3. Budgets Are Fluid—So Keep Talent Warm
Several clients paused searches mid-way through, only to reactivate them weeks later. The smartest teams didn’t ghost candidates—they kept communication lines open, maintained relationships, and were able to move quickly once the green light came back.
Takeaway: Don’t burn bridges when hiring pauses. You’ll need that talent again—so stay in touch.
4. Candidate Expectations Haven’t Dropped
Even with economic uncertainty, candidates still expect competitive pay, flexibility, and transparency. They’re more selective about who they work for—and they’re vetting you as much as you’re vetting them.
Takeaway: Sell the role. Share your vision. And be ready to answer the “Why now?” question from every serious candidate.
5. The Best Hiring Leaders Stay Adaptable
Hiring in a rollercoaster market isn’t about rigid planning—it’s about agility. The best leaders we’ve worked with shifted quickly, stayed transparent with their recruiters, and adjusted expectations when needed.
Takeaway: Be flexible, communicate often, and trust your recruiting partners. Agility wins over perfection in a volatile market.
Final Thoughts
You can’t always control the market—but you can control how you respond to it. Whether you’re hiring now or planning ahead, these lessons will help you stay competitive, candidate-friendly, and aligned with the reality of today’s hiring landscape.