June 2025
In today’s hiring landscape, landing a standout candidate feels tougher than ever. Despite the cooling job market compared to the post pandemic hiring surge, many employers are still struggling to close top talent. The reasons are complex, layered, and reflective of a shift in both economic conditions and human priorities.
Risk Aversion Is at an All-Time High
With ongoing economic uncertainty, even highly skilled candidates are becoming more cautious about making career moves. Many are hesitant to leave a stable role unless the next opportunity aligns neatly with their long-term plans and aspirations. That doesn’t just mean a better job title or a bump in pay. Today’s top talent are looking for stability, vision, values and a good cultural fit For employers, that means offering clarity not only on the role, but on where the business is heading and how the candidate fits into that future.
Work Must Fit Into Life, Not the Other Way Around
The pandemic permanently reshaped how people view work. Gone are the days when professionals would adjust their lives to fit their jobs without question. Many candidates now prioritize flexibility, meaningful roles, manageable commutes and a work-life balance over traditional markers of success. Alignment with personal values and a genuine interest in the company’s mission are front and center in the decision-making process. And senior candidates in particular are looking at the bigger picture: Does this role support the life I want to live? If the answer to that question is no, even a strong salary offer won’t make the opportunity truly appealing.
Top Candidates Still Have Options
While the job market isn’t as red-hot as it was in 2022, and likely won’t be again, truly exceptional candidates remain in demand. This type of talent doesn’t stay on the market for long, and more often than not, they’re evaluating multiple opportunities at once. Just because a candidate looks like the perfect fit for your role doesn’t mean your role is the perfect fit for them. You need to demonstrate why your business is their best option. Being proactive early in the process and having honest conversations to understand their priorities and motivations can save a lot of time and disappointment down the line.
Is Compensation the Problem? Not Always
Salaries have risen. In the Big Four firms in particular, there has been a noticeable bump in compensation offered to new hires and junior talent. While this has a ripple effect across industries, especially as many public practice professionals eventually move into private accounting and finance, compensation alone rarely makes or breaks a decision. In our experience, salary is important, but it’s almost never the deciding factor. Culture, career progression, flexibility, and values alignment often weigh heavier in the final decision. Competitive pay matters, but it’s not the only factor that really counts.
What This Means for Hiring Teams
If you’re finding it hard to secure the candidates you want, it might be time to reevaluate your hiring approach. Understand what top candidates are looking for, lead with transparency, and spend time upfront aligning expectations. A great candidate isn’t just looking for a job, they are looking to make the right next step in their life. Your hiring process should reflect that.
At Mackie Myers, we help business leaders cut through the noise and connect with the talent that truly fits—technically, culturally and strategically. Whether you're replacing a key team member or building a leadership function from the ground up, we bring market insight, speed, and precision to your search.
Get in touch today for a confidential consultation: hello@mackiemyers.com
Let us help you land the people who will help move your business forward.
