Talent Pulse - June 2025
From London boardrooms to global audits, the talent landscape is shifting quickly. At C&C Search, we’re in constant dialogue with top-tier candidates and employers across the professional and financial services sector.
Here’s what we’re seeing right now, and what it means for your hiring strategy.
What The Talent the Market Wants & Why That’s Hard to Find
New Priorities: Firms are no longer just seeking technically competent professionals, they want strategic business partners with commercial acumen, digital fluency and transformation agility.
Key Soft Skills Gaps: Despite technical strength, many candidates fall short on:
Executive communication
Leadership potential
Strategic mindset
💡Did you know? 89% of hiring failures are due to soft skill gaps, not technical shortcomings (LinkedIn, 2024).
Candidate Fatigue Is Real: The market is fast-moving, but top talent is cautious. Candidates are prioritising clarity, flexibility and alignment with values more than ever.
Pay, Perks and What Really Matters
Compensation Trends:
Retention bonuses are on the rise
Sign-on bonuses are reserved for senior or in-demand hires
Equity remains uncommon, except in PE-backed or partner-track roles
Your Advantage? Firms that position total reward packages clearly, including L&D budgets, wellbeing and internal mobility, are winning the talent war.
📊Stat to know: 78% of candidates say a clear view of benefits and progression impacts whether they accept a role (Glassdoor, 2024).
What Candidates Really Want Now
Non-Negotiables:
Hybrid flexibility, with most seeking at least 1 day from home
Mental wellbeing and burnout support
Psychological safety and team culture
However, many of our clients are moving toward a minimum of 4 days in the office to foster collaboration and cultural cohesion. This growing gap between expectation and reality is becoming a decisive factor in candidate engagement and offer acceptance.
By Generation:
Gen Z and Millennials rank purpose, autonomy, and inclusion above salary
Boomers and Gen X value structure and financial reward, but burnout concerns affect all age groups
Top motivators: Progression, purpose, culture, learning and development
Why Are People Leaving? Limited growth, rigid leadership, micromanagement, values misalignment
Market Movement and Competitive Insights
Average Turnover Rates:
17% - 22% across mid to large-sized firms
Higher churn among junior professionals
Smart Firms Are:
Conducting “stay interviews” to retain top performers
Empowering teams to shape their own hybrid schedules
Communicating their culture and impact throughout the hiring proces
Trend Watch: Boutique firms are gaining appeal due to visibility and agility, while global firms still attract talent seeking structure and mobility.
What Works in Recruitment Now
Winning Strategies:
Direct headhunting and warm referrals
Speed (aim for 48-hour post-interview feedback)
Clear, human-centered processes that showcase people, purpose and progression
Common Pitfalls:
Long, inflexible interview processes
Unclear expectations around hybrid working
Poor follow-up or generic interview feedback
Diversity, Equity and Inclusion: The Real Drivers
Best-in-Class Firms Are:
Using anonymised CVs
Conducting structured interviews with diverse panels
Reviewing job specs for inclusive language and bias
Progress Watch: Gender representation at senior levels is improving, but equity partner roles remain male-dominated. The best shifts are happening where firms combine flexibility, active sponsorship and succession planning.
AI, Automation and the Future of Hiring
AI in Hiring:
Candidates welcome AI for admin and process flow
Concerns rise when assessments are automated without a human touch
Senior hires, especially, value relationship-led engagement
Candidate Insight: Many now ask about a firm’s AI strategy as a signal of innovation
Looking Ahead
Hiring may stay cautious over summer, but we expect increased momentum in Q4 and into early 2026. Firms will focus on quality over quantity, prioritising strategic, high-impact hires. Culture, purpose and people-first leadership will be the true differentiators.
Your employer brand, interview experience and purpose narrative have never mattered more. Want to benchmark your hiring approach or refresh your recruitment strategy for today’s market? Get in touch.
Contact lucy@candcsearch.co.uk
