Two months into 2025, and the job market already feels noticeably different from this time last year. We’re seeing a long-awaited rise in senior hires across a range of sectors, with VC-backed and growth-stage firms leading the way. Many businesses are investing in leadership, expanding into new markets, and strengthening their commercial functions. However, the outlook is not entirely clear, and economic uncertainty—particularly in light of the recent NI increase—is causing hesitation in some quarters. Had the Budget remained untouched, the recovery would likely be far more robust.

Hiring activity has picked up, but decision-making has slowed in some cases. School holidays now seem to have a surprising impact on hiring timelines, and feedback can be frustratingly slow. It’s still early to draw firm conclusions, but one thing remains true: “don’t help your competition hire.” In a talent-scarce market, hesitation means losing strong candidates to competitors. We work hard to balance gently nudging for feedback without being intrusive, but firms that keep candidates engaged and act decisively always secure the best talent.

For high-growth companies, hiring bottlenecks don’t just slow expansion, they can directly impact business outcomes. Whether it's product development, commercial leadership, or technical expertise, the right talent in place at the right time makes all the difference. One ongoing challenge is the development of next-generation talent. Many firms recognise the need for a pipeline of future leaders, yet traditional networking and mentorship structures are evolving rapidly. Younger professionals operate in a different world from their executive teams, and old-school networking methods (long lunches and evening events) are increasingly being replaced by more structured, digital-first approaches. Cold calling is also far less effective, with many professionals working remotely and direct contact details harder to obtain. The challenge for growth companies is clear: how do you help junior employees build networks and credibility without relying on outdated methods? Marketing, structured training, and internal mentorship all play a role, but this remains an issue for many businesses.

Another major trend we’re seeing is the increasing reliance on interim hires and contractors. High-growth businesses, particularly those scaling rapidly, are realising that a lean, flexible workforce is critical. Whether it’s an interim CFO to support a funding round, a go-to-market specialist to drive international expansion, or a fractional HR director to set up people operations, contract roles are proving invaluable. The flexibility of this model benefits both businesses and candidates, and its popularity continues to grow.

On the other hand, we are seeing a slowdown in the trend of UK professionals moving abroad, particularly to the UAE. Many of those who were motivated to relocate made the move in 2023/24, while others who remained have since reconsidered. However, what’s clear is that global talent competition has structurally shifted. The UK is no longer just competing with the US and Europe for talent—Dubai and Abu Dhabi have firmly established themselves as global business hubs. This isn’t a temporary shift; it’s here to stay.

At this time of year, we receive many requests for salary insights, and we’re always happy to help where we can. That said, salary benchmarks are most useful when paired with context. A conversation will always provide a clearer picture than raw data alone. If you’re interested in market insights, feel free to get in touch.

If you’re looking to hire or exploring new opportunities yourself, don’t hesitate to reach out. You can contact me at Fram Professionals on 01525 864 372.