Landing a role is more difficult now than it was even a year ago. Hiring has slowed, job openings are shrinking, and companies are taking longer to fill roles. But the real question isn’t just “why?”—it’s what you need to do differently to get hired in this market.
Hiring hasn’t stopped, but it has fundamentally changed. Companies are de-risking every decision, which means fewer external hires, longer approval cycles, and a bias toward known quantities. Hiring managers aren’t sifting through applications—they’re tapping internal pipelines, insidernetworks, and expert executive recruiters who specialize in placing trusted candidates.
The roles that do open up are often pre-filled before they’re even posted, and compensation expectations are also under pressure, with companies restructuring packages to favor performance-based incentives over guaranteed salaries. Meanwhile, AI and automation are shifting the skill sets companies value most—leaders who can drive transformation, integrate technology, and operate leaner teams are in demand.Â
Yes—but not in the way most people think. On the surface, unemployment rates remain low, and companies are still hiring.
But it’s clear that the dynamics have shifted:
The market isn’t collapsing, but in some sectors it is tighter and slower than it has been in years. If your job search strategy hasn’t adapted, you’re going to feel stuck.
There are fewer roles being hired for because some companies are in risk-avoidance mode, prioritizing stability over expansion. Economic uncertainty is causing some organizations to hedge and delay non-essential hires and focus only on lean, high-impact leadership roles.
Rather than bringing in external executives, many are promoting from within to minimize risk—if they can fill a role with a trusted internal candidate, they will. At the same time, job consolidation is reducing leadership opportunities, with one executive now covering responsibilities that previously spanned multiple roles.
AI and automation are also shifting hiring priorities, particularly at the mid-level, where technology is replacing some traditional functions rather than expanding teams. The bottom line? Companies are still hiring, but only for candidates who demonstrate undeniable, immediate value. If you’re struggling to land a role, it’s not just about fewer openings—it’s about a higher bar for who gets hired.
If you’ve been searching for months with little traction, it’s time to reassess. It’s not just about how many applications you’ve sent—it’s about how you’re positioning yourself in a changed market.Â
The candidates who are landing roles now aren’t just lucky—they’re strategic, proactive, and visible in the right places. Here’s how they’re making it happen:
Companies don’t hire executives to maintain the status quo; they hire them to fix, grow, or transform something. Your job search materials—resume, LinkedIn, outreach—should frame you as the solution to a company’s pain points. Instead of listing job duties, showcase results: “Led a turnaround strategy that increased revenue by 40%” is more powerful than “Responsible for revenue growth.”
Networking isn’t about sending messages saying, “Let me know if you hear of anything.” It’s about building relationships with the right decision-makers, positioning yourself as someone they need to know. Reach out to industry leaders and former colleagues in leadership roles. These are the people who hear about executive hiring decisions before they happen.
Many executive roles aren’t filled through job postings—they’re created when the right leader comes along. Instead of waiting for a listing, identify companies that need what you bring to the table and reach out directly. This is how high-level candidates bypass competition and land roles before they even go public.
If you’ve been searching for months with no movement, the problem might be your approach. An executive career consultant can help you tap into the hidden job market, refine your messaging, and connect with decision-makers who can actually get you hired. In a tough market, getting expert guidance can accelerate your search dramatically.
The executives landing roles today aren’t always the best candidates on paper—they’re the ones who understand how hiring actually works now. Companies are still hiring, but they’re hiring differently. They’re filling roles through pre-existing networks, internal promotions, and direct introductions long before a position ever hits the open market. If you’re stuck in a cycle of sending applications into a void, you might be working from an outdated playbook.
Success in this job market isn’t decided on volume—it’s about precision, positioning, and direct market access. That means moving beyond job boards, activating your network, refining your messaging, and getting in front of decision-makers before they even announce a hiring need. The hiring bar has been raised, but that’s not a bad thing—it just means you need to play at the right level. If your current strategy isn’t working, the smartest move isn’t to push harder. It’s to change the game you’re playing. The good news is, when you know the rules it’s easier to win.
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