In 2023 and 2024, we saw waves of tech layoffs ripple across nearly every industry — from Silicon Valley giants to energy and industrial firms doubling down on digital transformation. That turbulence didn’t just displace talent. It reshaped priorities.
Now, in 2025, the hiring landscape looks different. On paper, it’s an “employer’s market.” There’s no shortage of qualified professionals — some actively searching, others cautiously open to change. But here’s what hiring managers need to understand:
Candidates aren’t just looking for a job.
They’re looking for trust.
After months or years of unpredictability, today’s top technical talent is screening you just as carefully as you’re screening them. And what they want might surprise you.
1. Security > Perks
Free lunches and ping-pong tables don’t hold the weight they once did. Stability does.
In recent candidate conversations, we’ve seen a sharp rise in questions like:
- “How long has this role been open?”
- “What’s the company’s financial outlook?”
- “Was this team impacted by prior layoffs?”
They’re not being nosy — they’re being strategic. Candidates want to understand whether they’re stepping into a high-churn situation or a role with staying power. In 2025, job security is the new signing bonus.
✅ Tip for Hiring Managers: Be transparent about company performance, runway, and growth plans. Even a simple acknowledgment of past layoffs — paired with a forward-looking strategy — goes a long way in rebuilding candidate trust.
2. Culture That’s Proven — Not Just Promised
Culture isn’t just a buzzword anymore — it’s a deal-breaker.
Many candidates have learned (the hard way) that what’s advertised on a careers page doesn’t always match what’s experienced day-to-day. Now, they’re digging deeper:
- “What does work-life balance really look like?”
- “How does the team handle conflict or pressure?”
- “What are turnover trends like on this team?”
They’re not just looking for a “good fit” — they want evidence that the environment supports growth, flexibility, and mutual respect.
✅ Tip for Hiring Managers: Skip the vague buzzwords. Share specific examples of how your team operates and supports one another. Better yet, involve team members in the interview process to provide an authentic view of the culture in action.
3. Transparent, Human-Centered Leadership
One of the most consistent themes we’re hearing in 2025? Leadership matters more than ever.
Top candidates want to know:
- Who they’ll be reporting to.
- How that leader communicates.
- Whether they’ll have a voice or just a seat.
In an uncertain job market, strong leadership can be the deciding factor between “maybe” and “yes.” Candidates are looking for managers who are clear, candid, and invested in their growth — not just their output.
✅ Tip for Hiring Managers: Don’t wait until onboarding to show your leadership style. Start during the interview process. Share your expectations, how you support your team, and how you’ve helped past hires succeed. Vulnerability and clarity build trust — and loyalty.
The Bottom Line: It’s Not Just About the Role
Yes, compensation matters. But in 2025, candidates are making decisions based on fit, future, and feeling:
- Do I feel safe here?
- Can I see myself growing here?
- Do I trust the people I’d be working with?
As a hiring leader, your role isn’t just to evaluate. It’s to connect. The more you align your process with what candidates care about today, the more likely you are to earn their loyalty — long before their start date.