Last year, we compared 2023 to Ronan Keating’s ‘Life is a Rollercoaster’.
For 2024, Billy Ocean’s ‘When the Going Gets Tough (The Tough Get Going)’ perfectly captures the spirit of the year. Against a backdrop of global socio-economic challenges—elections, high inflation, and political conflicts—the recruitment market has felt like David Bowie’s ‘Changes’ on repeat.
As we turn the page to 2025, let’s explore what lies ahead for our key markets: FMCG, Agencies, and SaaS.
FMCG’s Changing Tide
The FMCG space has seen its workforce adopt a cautious stance these past couple of years. With inflation, price increases, and retailer pressure looming large, many chose job security over career moves—proving Journey’s ‘Don’t Stop Believin’’ remains an anthem for career resilience. However, the latter part of 2024 saw an uptick in passive job seekers, combined with employer NI changes, creating a prime opportunity for businesses ready to hire in Q1 2025.
Market dynamics have evolved significantly. Three days in the office is now standard amongst most blue-chip businesses, with some pushing towards four. While DEI remains important, it rarely features explicitly in briefs. Interestingly, there’s greater acceptance of shorter tenures and industry returners—these candidates have truly embodied our theme song’s spirit, putting their dreams in motion and letting nothing stand in their way… I know, I know.
A shift is coming in FMCG. Major players are reviving graduate programmes, acknowledging the sector’s recent drought in entry-level hiring post-COVID, which has led to a dearth of talent with 2–5 years of industry exposure under their belt. While international talent remains limited, the migrating Australian and New Zealand talent pool continues to provide an interesting alternative. Despite Q4 2024’s reduced demand in job numbers, we didn’t see a drop-off in actual roles hired (those who had roles were desperate to fill them!), and my view is there’s cautious optimism for the first half of 2025, backed by significant merger and acquisition activity and renewed budgets. Companies will show renewed interest in innovation, new channels, and diversifying their media spend.
Agencies & Consulting: The Talent Battleground
In the retail media, data/insight, performance marketing, and marketplace agency space, growth aspirations and a lack of client-side knowledge continue to drive hiring needs, albeit margins are being constantly squeezed.
Brand-side hiring challenges often create opportunities in agencies. However, top talent rarely reaches the open market—they’re either headhunted or quickly snapped up when available, hiring managers find new meaning to Queen’s “Under Pressure” as they race to secure top candidates. This competition will intensify in 2025, making quick decision-making and flexible benefits crucial for securing the best candidates.
The market remains predominantly entrepreneurial, with agile mindsets prevailing. Hiring success in 2025 won’t just be about reading career history—it’s about identifying the right behaviours and investing in learning and development.
While diverse recruitment options like offshore talent, AI, and fractional employment exist, each comes with trade-offs. Agencies need to buy that one-way ticket and commit to their chosen strategy.
SaaS: Signs of Recovery
Like Gloria Gaynor’s “I Will Survive,” the SaaS sector has shown remarkable resilience. Few sectors have had to be as tough in recent years, but a glimmer of hope is emerging. Surviving 2025 has been an achievement, with many companies looking very different from their post-COVID boom days.
In the AdTech/MarTech space, companies have been playing the long game and extending runways while keeping their eyes on the prize. Previous challenges have left their mark: reduced graduate hiring, C-level downsizing, and increased workloads for remaining staff. Those who’ve weathered the storm are battle-worn, with resilience becoming the most valuable trait to have in your employees’ locker.
Growth prospects vary significantly by business and sector. The investment will likely be more selective and strategic. Experienced talent may be easier to find, provided hiring managers don’t narrow their pool with too many “must-haves.” In this market, prolonged decision-making could mean missing out on key talent.
Looking Ahead
2025 promises increased hiring activity, which will intensify talent competition. Businesses need to plan their approach and partner with specialists who understand their market’s nuances. Whether working with in-house teams or agencies, success will come from finding partners with deep expertise in specific skill sets, not just those ranking highest on Google.
As we step into 2025, remember: when the going gets tough, the tough get going. Here’s to a year of growth and success!
