News & Insights

The NI labour market remains resilient. Jobs and vacancies are at, or near, recent highs, with broad growth across manufacturing and services during 2025. At senior and Board level we are seeing steady demand for leadership that can deliver growth, cost discipline and, increasingly, digital transformation. However, organisations are more selective than a year ago as they react to market uncertainty and tighter budgets. Crucially, candidates are starting to move again.

Current Market

The search process is taking slightly longer, with clients keen to see a broad range of candidates before signing off on senior appointments, which lengthens the time-to-hire if your process is not robust.
As always, in uncertain times, we are seeing greater use of interim management options (I can’t get used to using the term “fractional”, but I will have to at some point!) Bringing someone in for the short term can bridge capability gaps while preserving headcount flexibility.
We are also seeing targeted pay increases, rather than across-the-board rises as employers prioritise critical roles (digital, commercial, operations) and offering differentiated packages to attract scarce senior talent.
Requests for hybrid and clarity on job roles are now basic requests for many candidates. Not offering some element of flexibility often separates successful processes from long, unsuccessful searches. However frustrating it may be to business owners and leaders, until the tables turn and candidates need to find work this is the reality we are working through.
While candidates are starting to look out with more purpose than say, a year ago, senior candidates remain cautious. Many are open to moving for clear strategic opportunity, improved leadership scope, or materially better total reward. Passive talent remains highly accessible for organisations that move decisively and can demonstrate strong strategic direction and culture.

Risks

Global uncertainty is causing some organisations to delay or restrict hiring plans.

Large UK-wide recruiters have signalled a tougher hiring market in 2025, with conservative hiring behaviour, a signal that NI’s senior market will likely be patchy and vary across sectors in the months ahead.

Short-Term Outlook (3-9 months)

Expect stable demand for genuinely transformational senior hires, but fewer speculative or middle to senior promotions.

A rise in interim and fractional executive roles as boards and executive teams seek flexibility.

Pay pressure concentrated in commercial, digital, and technical leadership roles, broader salary inflation at senior-level will be uneven.

Executive search will remain important for hard-to-fill roles; organisations that partner early with trusted search advisors will have an advantage.

Actions you can take

Set clear expectations (KPIs, success metrics) for any senior hire and use them to form the foundation to start a search. Do not start with a job title and an old job description.

Consider interim or fractional leadership where timelines or budgets are uncertain. Tighten employer value proposition, be explicit on hybrid working, leadership support, and development opportunities.

Be Decisive. A well-structured process will help you secure the best passive talent.

By Neal Lucas, Managing Director