Andrew Pownall, Senior Associate, Executive Search at Moir Group says 2025 has been an interesting year for executive hiring. While activity levels remain relatively strong, the psychology of both candidates and clients, I believe, has shifted. The result? A market where opportunity exists but movement has slowed.
Across multiple executive searches this year, one consistent pattern has stood out: shortlists are increasingly dominated by immediately available candidates. On the surface, this might suggest an abundance of candidates however, I believe that it signals something more nuanced about confidence, motivation, and the evolving employment landscape.
Stability Over Change: The New Mindset of Senior Talent in 2025
The biggest challenge this year hasn’t been finding skilled professionals, it’s been engaging them. Many high-performing executives are choosing to stay put, even when presented with compelling opportunities.
Why?
- Strong retention efforts: Many organisations have learned from the candidate turbulence of previous years and are actively investing in keeping their best people.
- Attractive flexibility: Hybrid work models and improved work life balance mean executives can now perform demanding roles without the personal toll once associated with them.
- Financial stability: Remuneration levels have risen steadily over the past few years. When candidates are already well paid and comfortable, the risk reward equation of changing jobs becomes harder to justify.
A Market of Mismatched Expectations
While employers are navigating cost pressures and tighter budgets, the expectations on new hires remain high. Clients often brief me seeking candidates who have already “done it all before” and can hit the ground running immediately.
The challenge? These candidates are almost always currently employed, performing well, and not looking for a move. And if they are open to a conversation, they rarely find motivation in a “same role, same pay” proposition.
This creates a disconnect: clients want proven capability, but at a price that doesn’t reflect market reality. Meanwhile, strong candidates who could step up into these roles are often overlooked because they represent perceived risk.
As a result, many shortlists default to immediately available candidates a practical but sometimes limiting solution in a market where true fit is rarely instant.
The Insight for 2025: Retention and Risk Will Define the Year
If there’s one overarching theme in 2025, it’s risk aversion on both sides.
- Candidates are risk averse in leaving secure, flexible, well paid roles.
- Clients are risk averse in hiring anyone who doesn’t tick every box.
This caution is slowing movement and constraining opportunity both for businesses seeking growth and for excellent candidates ready to move and evolve.
For organisations, success in this market will depend on three things:
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Reframing what ‘ideal’ looks like – being open to hiring potential, not just perfection.
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Recognising and rewarding capability appropriately – if you want exceptional candidates, compensation needs to reflect it.
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Crafting a compelling narrative – flexibility, purpose, leadership style, and cultural alignment now weigh as heavily as salary.
Looking Ahead to 2026
I don’t expect dramatic change. Executives are staying put unless the move truly matters. Clients will need to balance realism with ambition and focus on long term fit. The smartest hiring strategies will centre on retention, culture, and flexibility. Attracting great people today isn’t about availability it’s about offering something truly worth moving for.
If you have any recruitment needs in your team on a permanent or temporary basis we would be delighted to assist.
Moir Group is a specialist finance, accounting and ESG recruitment company. We cover temporary and permanent roles from Financial Accountant to CFO level. We also recruit Sustainability and ESG positions across all industry sectors. Contact us here.