The overall 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, hiring is more selective than a year ago as organisations respond to market uncertainty and tighter budgets.
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.
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.
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.
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.
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.
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.
For many senior leaders, 2025 has been a year to pause, assess, and recalibrate. The market remains active, but employers are hiring with sharper intent. This means that clarity, timing, and positioning matter more than ever when you decide to move.
Here are 5 practical steps to strengthen your position and ensure your next move adds real value:
Go beyond listing achievements. Frame your experience in terms of outcomes. This might be revenue growth, a change in management or transformation process, governance improvement, or team capability built under your leadership. Employers now expect senior candidates to connect their track record directly to the impact their actions had on the business.
Rather than chasing multiple roles, identify the kind of organisation, size, and culture where you can deliver your best work. A focussed search produces stronger conversations and more aligned offers.
Update your CV and LinkedIn profile to reflect your most recent achievements and current strategic priorities. This could be transformation projects, commercial impact, AI adoption or governance reform. Talk about these authentically, not generically, to ensure your experience is visible to anyone looking at you.
Reconnect with trusted friends, mentors and other contacts. I only wish our office was the gateway for all senior-level opportunities, however, the reality is that it is a fractured market, and opportunities can come from a variety of sources. It is good to keep in touch with as many people as you can, as you never know when your name could be recommended as a solution in a conversation. Make sure your network knows the kind of role you are considering.
Increasingly, business owners and Boards are engaging experienced executives on a project, advisory, or fractional basis. These roles can be stepping stones for you if you are out of work and often open the door to more permanent roles. It could even be a long-term career option for you, if you enjoy the variety.
The strongest senior candidates in today’s market are those who are clear on what they offer employers. They are also willing to work with employers and are not demanding or entitled when it comes to flexible working.
If you would like discreet guidance on positioning yourself for senior opportunities, or to understand what the current market is like, we would be happy to arrange a confidential conversation.
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