I won’t sugarcoat it – it’s been a tough job market the last couple of years. If you found it easier than most, then I’m sure you count yourself as one of the lucky ones! Whether you’re a bright-eyed graduate or a seasoned insights professional, the last few years have had an unprecedented effect on the insights industry. From Covid, to the 2021/2022 bounce back, mass redundancies, to AI, it’s hard to keep up with the rollercoaster (no wonder everyone’s running marathons...).

The inevitable impact on our salaries, job security and confidence has left us feeling dazed, unsure, anxious and confused, to say the least. It’s an interesting and unprecedented time, mainly in the sense that what’s come before no longer applies. New patterns and trends are emerging, and as human beings, we experience the most chaos when we can’t anticipate what’s next.

The market is in a state of flux, slowly recalibrating after a tumultuous five years of global external shocks. Equally, there’s real innovation and transformation happening – with AI at the heart of it.

So, there are positive indicators in there, too – we just have to look for them and see how they translate in the job market.

The good news is that people are moving jobs, but they’re not necessarily being replaced at the same level. When you factor in redundancies, it leaves people burnt out, quitting without a new role lined up, and a surplus of talented individuals in the market – struggling to find the right role at the right salary.

This is what we call ‘an employer’s market’; where the supply of candidates outweighs the demand for roles, creating lots of competition and often leading to longer processes (my A-level economics teacher would be mildly impressed). Where hiring processes used to take weeks, they’re now lasting months.

This happens for several reasons, but the important one is that roles are becoming niche and specialist. Hiring managers (and investors) want to be really sure they’re investing in the right people and skills to help strategically grow their business.

Key hiring trends are:

• AI. After years of conferences and debate, we’re starting to see the impact of AI on the job market. Hands-on experience with proprietary tools, digital methods, and an interest in developing and implementing new technologies are becoming core elements in early-mid level roles.
• Senior roles are concentrated on new business development and growth – rather than strategy, delivery and people leadership.
• Salary stagnation. Better pay remains a key driver for job seekers, but market conditions are resulting in lateral moves, pushing candidates to think longer-term about their goals and development.
• Technical demands for quant roles have increased, with proficiency in advanced quant, programming and coding becoming the norm.
• Qual research is undergoing major transformation. There is demand to integrate AI and adapt participant processes to combat the decline of traditional qual.
• Risk awareness for candidates and hiring managers. Hires and career moves are generally well-planned and considered (even if slower!).
• Like-for-like moves. It’s trickier than usual to pivot your career or skillset, so leveraging your existing experience is more important than ever.

With market uncertainty, candidates have become selective and proactive. They’re asking smart questions and deliberating carefully. Key priorities are job security, flexibility and salary.

If you’re looking for your next role, it’s important to stay connected all year round. Typical hiring patterns – like a busy spring or a quiet summer – no longer apply.

In an unpredictable market, it’s good to plan ahead and stay open to different opportunities. This can help you make informed decisions by staying close to new roles, salary insights and areas of industry growth. At the very least, it can help you identify the roles, cultures or businesses that don’t align with your goals.

While all that can sound daunting, there are a few easy ways to stay proactive:

• Keep in touch with one or two recruiters you trust
• Connect with former colleagues
• Keep your CV up to date
• Attend networking events (The Research Club is one of a few)
• Connect with hiring managers at businesses you're interested in.

These are all great ways to uncover opportunities that align with your long-term goals and ambitions.

All in all, be patient. The path to recovery is rarely straightforward – so be ready to seize chances as they arise and future-proof your career.

Saher Khalid is principal consultant – insight and strategy at Nicholson Glover