Market update, April 2026

The start of a new financial year tends to bring renewed energy, and 2026 is no exception. With budgets confirmed and transformation programmes moving forward, we’re seeing organisations focus on the hires that will have the most impact. The market is more selective than it was immediately post-Covid, but there is still demand for skilled change, transformation and technology professionals.  

Here’s our take on what’s happening in the market now.  

Permanent hiring is stabilising 

Permanent placements, across all recruitment, have been in decline for 41 consecutive months, but the latest KPMG and REC Report on Jobs indicates the floor has been reached. Rather than focusing on the volume of hires, organisations are looking for people who can genuinely deliver, and they are taking their time to find them. The challenge is that top candidates are typically securing new roles within five weeks, while the average process takes eight. That gap is where the best people, and potentially your competitive advantage, are being lost. 

Contract roles are on the rise 

As permanent hiring becomes more of a commitment, thanks to higher employer NI contributions and a more complex legislative environment, we’re seeing more organisations turn to contract placements to stay agile. This creates real opportunity for experienced change and transformation professionals who can step in and deliver quickly. If this sounds like you, we’d love to hear from you.  

AI is making it harder to find the right person 

AI-generated applications and inflated CVs are now among the top concerns for hiring teams. For job seekers that are struggling to stand out from the crowd, the value of genuine professional networks has never been higher. A trusted recommendation or a relationship built over time carries a weight that cannot be replicated by LinkedIn’s ‘Easy Apply’ function. 

The hidden cost of a wrong hire 

Getting wrong is expensive, with industry data putting the cost of a bad hire at between 1.5 and 3 times the employee’s annual story. But the financial figure doesn’t tell the full story. Gallup’s research found that managers account for 70% of the variance in team engagement. A leader consumed by managing a poor hire doesn’t just underperform – they can also slow down everyone around them. In a change programme, that loss of momentum can be significant.  

What this means for you 

Candidates: Your network is your most valuable asset right now. Be visible, be specific about what you’re looking for, and don’t overlook the possibility that your next opportunity might be contract-based. If contracting is something you’re curious about, follow us on LinkedIn where we share roles regularly.  Hiring organisations: If you don’t have a clear picture of exactly who you’re looking for, and the ability to move quickly when you find them, you will lose out on the best candidates, to organisations that do. Our team can advise you on industry trends, salary benchmarks, and talent availability, to help you stay ahead of your competition.