If you are trying to hire right now, or even considering it, you have likely noticed what we’re seeing too: 2026 has not started with a surge.
Despite what some industry headlines may suggest, we are not experiencing a widespread bounce-back in hiring activity. At least not from our vantage point as a third-party recruiting partner. Open roles are slowly trickling in, but we are not seeing a flood of demand. Timelines are cautious, and even when headcount has been approved, hiring teams are approaching the process with hesitation. Budgets still feel tight. Decision-making feels slower and more layered than in years past.
That said, there is movement — and some clear patterns worth watching.
Leadership Roles Are Driving the Activity
Unlike previous cycles, we are seeing more engagement at the leadership level than in mid-level roles. Most of the demand we are supporting right now is for Director- and VP-level positions — roles often tied to long-term planning, organizational transformation, or business-critical technology initiatives.
When companies move forward with these searches, they tend to be highly intentional. They are not hiring to “fill a gap”; they are hiring because the role is too important to leave open.
At the same time, many organizations appear to be keeping mid-level hiring in-house. We believe this is happening for two reasons. First, mid-level roles often attract a high volume of applicants, and internal TA teams are generally equipped to manage that volume. Second, when budgets are under scrutiny, using internal resources for more straightforward searches can be a logical cost-saving measure.
From where we sit, this means third-party recruiters are most likely to be engaged when:
- The role is confidential, urgent, or especially strategic
- Internal efforts have already been exhausted
- Specialized networks or passive outreach are required
When these leadership searches come to us, the message is usually clear: “We can’t afford to get this one wrong.”
A Slow, Hesitant Start to the Year
Hiring timelines continue to be longer than expected. We are seeing teams delay decisions until there is more clarity internally — whether that is around budgets, headcount approvals, or shifting business priorities. Even when roles are considered important, urgency has not always followed.
We have observed:
- Strong candidates disengaging midway through a process that has lost momentum
- Well-scoped searches stalling just before offer stage
- Hiring managers missing their ideal window because they could not secure final sign-off in time
These are not signs of indifference or misalignment — they are symptoms of a market where every hiring decision still feels high-stakes.
Candidates Are Open — But More Careful Than Ever
Compared to this time last year, we are having more conversations with experienced professionals who are open to change. However, that openness does not mean they are prepared to move quickly.
After several years of volatility, candidates are more cautious, more intentional, and more focused on long-term alignment. In particular, they are asking questions about:
- Team and organizational stability
- How the company handled prior layoffs or restructuring
- Leadership expectations and how the role fits into the larger picture
Put simply, candidates are not just evaluating the role. They are evaluating the leadership, the direction of the company, and whether or not they trust the opportunity in front of them.
In a market like this, trust is the differentiator.
Communication Gaps Are Eroding Progress
One recurring theme that continues to come up in early 2026 is a breakdown in communication — on both sides.
We are still seeing candidates go silent when processes drag or expectations shift. We are also seeing companies go quiet when approvals stall, priorities change, or timelines slip. The longer these gaps last, the more difficult it becomes to re-engage.
It is worth saying again: a quick update, even if it is not the news someone wants to hear, is far more valuable than disappearing altogether. Whether you are a hiring manager, an internal recruiter, or a candidate, responsiveness builds credibility.
What We’re Watching as Q1 Unfolds
January always brings a mixed picture, and this year is no exception. Here are a few of the dynamics we will be watching as we move through the quarter:
- Leadership roles will likely continue to lead the way, particularly those tied to infrastructure modernization, data strategy, and digital transformation.
- Mid-level roles may stay in-house, unless teams are overwhelmed by volume or need help engaging passive candidates.
- Candidate caution is not going away. Even when a role checks all the boxes, decision-making is more deliberate — and often slower.
If your team is navigating a slow or hesitant start to the year, you are not alone. This is still a valuable window to assess your hiring plans, tighten your role definitions, and reconnect with trusted partners before competition picks up.
If we can support any part of that process, we are always here.
By Jessica Werlinger | Paradigm Group