In a labour market defined by rapid transformation, uncertainty, and shifting values, we see clear changes in how candidates and employers approach career development, job mobility, and leadership. Here, we share some current insights from the recruitment market — reflections that can help organisations and candidates navigate today's dynamic landscape.

Loyalty or Limitation? – Perspectives on Long Tenure at One Company

It is easy to make quick assumptions when reviewing a CV showing a candidate who has spent many years within the same organisation. Many clients initially react negatively — forgetting that companies evolve. New ownership, growth journeys, strategic shifts, and role development often mean that someone with long tenure has, in reality, faced multiple challenges and contexts.

That said, demonstrating success in multiple corporate cultures remains a positive marker — signalling adaptability and breadth. At the same time, it is crucial to understand the story behind each CV. Long service does not necessarily equate to stagnation but requires candidates to articulate their development journey clearly.

The Courage to Change – Career Moves as a Sign of Reflection and Drive

Today, changing jobs is increasingly seen as a sign of courage and self-awareness rather than a lack of loyalty. Candidates who dare to leave their comfort zone when they feel they have outgrown a role often demonstrate clarity about their direction and ambition to grow.

At the same time, employers must become better at welcoming new employees and ensuring that those staying continue to develop. It is no longer about how long you remain in a role — but about the value you contribute during your time there.

While career mobility has become more accepted, there remains a scepticism towards CVs with frequent moves regarding long-term hires. Short-term assignments and "gig profiles" are attractive when companies seek transformation leaders or interim solutions.

Purpose-Driven Careers – From Corporate to Mission-Driven Organisations

A clear trend is that more leaders, particularly mid-career, seek roles with a strong purpose. We see candidates willing to accept lower salaries to contribute to non-profit organisations and the public sector. The previous pursuit of prestige is replaced by a desire to make a meaningful impact.

With this shift, we see new demands placed on, for instance, non-profit employers to attract and retain talent from the private sector—offering environments where purpose and professional challenge go hand in hand.

The Safe Bet Favoured in Times of Turmoil

Many companies are undergoing significant transformation in response to today's global landscape. In this context, our clients are often looking for individuals who have successfully led similar change processes in the past — leaders with proven experience in navigating complexity, aligning organisations, and delivering results through transition.

Today's job market is filled with highly skilled and experienced professionals, many actively seeking new opportunities. Despite this strong talent pool, employers nowadays often favour the familiar — choosing internal candidates or individuals they have in their network.

In today's uncertain climate, security and predictability often outweigh other factors.

The Challenge: The Quest for the "Perfect Candidate"

Another observation is that many companies seek the elusive "perfect candidate" — ideally with precise industry experience, the right age, and a complete skill set. Expectations have risen, sometimes to unrealistic levels. Unfortunately, age has resurfaced as a consideration despite it being irrelevant to capability and potential.

Recruiters and employers must broaden their perspective — focusing on potential, drive, and adaptability rather than chasing a flawless CV.

The Candidate Perspective – Curiosity and Reflection

Most candidates we engage with are open to hearing about new opportunities, but they are discerning. Factors such as ownership structure, the company's growth stage, and the nature of the role are decisive. Recruitment processes often become a chance for candidates to reflect on their career paths.

Typical triggers for candidates considering a move include:

Poor leadership or value misalignment

Ownership changes or strategic shifts
Organisational transformation or instability
Lack of development opportunities

Final Reflection

The job market in 2025 is characterised by dynamism, shifting values, and increasing demands on candidates and employers. The "why" is increasingly in focus when we, together with candidates, explore career choices made, for having stayed in one organisation over a more extended period or having changed jobs many times. The common thread, the courage to grow, and the ability to bring fresh perspectives are what truly matter.

Recruitment today requires us to look beyond the obvious — to help clients and candidates find the right match, not just on paper, but in values, potential, and future contribution.

As the speed of change in almost all dimensions of life increases, the labour market and business landscape are affected, so the recipe for great leadership will also be challenged. Based on insights from decades of interactions with business leaders and knowledge from leadership theories and research, we at Alumni Global claim that building durable businesses requires leaders who show characteristics that include humanity, authenticity, drive for growth and an agile mindset. We have established processes to identify these competencies in leaders and tools to assess and develop them. You can read more about what now is needed of leadership in our business landscape here.

If you need an additional perspective on your leadership needs or need help in recruitment, we look forward to a dialogue around your organisation's specific needs. Our team of Research Consultants are an invaluable source of current information about leadership profiles and overall trends we see in the candidate market. We can help you successfully navigate your leadership talent needs with both broad industry knowledge and in-depth functional expertise.

Evolving Career Paths: Candidate Market Insights from an Executive Search Researcher