2025 was not the year many predicted, but it clarified what truly matters. As predicted trends pointed to AI acceleration, upskilling, whole-person hiring, hybrid workplaces, and agile organizational structures, the reality was nuanced. Yes, AI dominated conversations. Yes, flexibility remained conflicted. But what ultimately defined hiring and job searching in 2025 was a slower, more intentional market where both employers and candidates were forced to recalibrate expectations, decision-making, and priorities.
Rather than a sweeping transformation, we saw a course correction: a gradual return to in-person work, competition driven by automation, and a renewed emphasis on relationships as a differentiator. To better understand what these shifts mean for 2026, we asked our team to reflect on the lessons they’re carrying forward and how job seekers and employers alike can adapt to what’s next.
Jake Balderston, Staffing Consultant
“One trend I’ve noticed over the course of 2025 is how much the market has shifted towards a pre-COVID working style. Specifically, the number of positions we have that are either full on-site (5 days in office) or hybrid with only one remote day (4 days in office) seems to be slowly increasing. Furthermore, candidates who have come to understand and appreciate this shift have, in turn, created more opportunities for themselves by just their willingness to accept that this is likely where the workforce will be across the board in a number of years.”
Meghan Leary, Staffing Consultant
“My takeaway from 2025 is how attitudes towards career paths have shifted. Candidates are prioritizing work-life balance and aren’t afraid to start over. Employers are placing more value on personality, adaptability, and work ethic, not just degrees! Temporary and temp-to-hire roles have become a smart way for people to explore new fields without creating a ‘job jumping’ resume, while giving companies a low-risk way to find the right fit.”
Jennifer DeLucia, Director of Staffing
“Job searching has always been difficult, but it is especially tough right now, with more automation, AI filters, and endless online applications making it harder than ever to stand out. As technology increases, genuine human connection feels scarcer, and that personal touch many candidates need is often missing. As staffing consultants, it is more critical than ever to recognize this and support the candidate experience as much as we can in 2026.”
Jennifer Kuchy, Senior Consultant
“Last year reinforced that recruitment isn’t just about filling roles, it’s about helping people navigate real transitions in their lives. I’m entering 2026 with a renewed commitment to meaningful connections and long-term career impact.”
Chris Wallingford, Senior Consultant
“Job seekers and recruiters must not rely on AI. Used wisely, AI is clearly a very effective tool, but use it to augment your processes, not replace them. Every strategy must still focus on human interaction and judgment.”
Rob Harvie, Director of Staffing
“Networking and facetime are more important than ever when it comes to setting you apart from the competition. Focusing on human connections is critical for sales and business development success.”
Elyse Gonsalves, Staffing Manager
“Flexibility seems to be number one for both attracting and retaining talent.”
Mackenzie Schiavone, Staffing Consultant
“In a year full of AI, I’ve realized that real conversations still win. Building relationships over the phone truly matters with both candidates and employers. These connections can take time, but consistency is worth it.”
Samantha Mulrenin, Senior Consultant
“One thing I’ve seen consistently this year is just how much candidates prioritize flexibility. It’s become a crucial factor in today’s workplace. Many job seekers will accept or decline a role based entirely on commute expectations and the work-life balance it offers.”
Melissa McDermott, Recruiter
“In 2025, I learned that urgency and transparency win. As a recruiter at JOHNLEONARD, this approach will be my focus going into 2026.”
Key Takeaways for 2026
- Human Connection is Paramount: With the rise of AI and automation, remote work, and a digital social landscape, meaningful relationships, thoughtful networking, and personal interactions are critical. Genuine connections and engagement will be a key focus in 2026.
- Flexibility and Work-Life Balance Matter: No surprise here, but flexibility, hybrid work, and work-life balance have become central to both attracting and retaining talent. Job seekers will continue to evaluate opportunities not just for compensation and title, but for lifestyle fit and adaptability.
- Adaptability and Continuous Learning: Adaptability, soft skills, and growth potential are becoming more valuable to not only candidates but employers as well. Leveraging temporary and temp-to-hire opportunities, job seekers can explore career pivots, and employers can gauge whether a candidate is the right fit.
- Strategic Use of Technology: It’s clear that AI and automation are powerful tools. But it’s critical that they augment human capabilities, not replace them. Human judgment and critical thinking are essential for responsible and ethical AI use.
- Transparency and Consistency Win: Clear communication, transparency, and urgency will strengthen relationships and trust for both job seekers and employers.
As we head into 2026, our team is focused on clarity, connection, and adaptability. Job seekers can approach this year with a focus on meaningful relationships, adaptability, and lifestyle fit, while employers prioritize humanizing tech, clear communication, and flexibility.
Connect with our team today to get started on your 2026 hiring and career initiatives!