Hiring in 2026: Why Intentionality Matters
Hiring in 2026: Why Intentionality Matters
It’s been a challenging period for the research and insights sector. As we move into a new year, uncertainty remains, making it harder for leaders to confidently manage hiring, growth, and team morale. So how do you navigate talent decisions when the outlook is unclear?
As recruiters in this space, we have a unique vantage point. Our conversations give us real-time insight into how people are feeling about their jobs (not great), their career progression (uncertain), and their financial security (nervous). This prolonged downturn has led to several common outcomes:
Fewer promotion opportunities
Reduced or absent bonuses
Little to no pay growth
Growing frustration as teams are stretched with fewer resources
If you are hiring, you’re likely seeing a surge in applications. However, volume isn’t always a positive. We’re increasingly hearing of companies interviewing 20–25 candidates for a single Research Director role. That’s too many. It signals uncertainty, creates a poor candidate experience, delays decision-making, and ultimately damages your employer brand.
Historically, hiring in this sector has been reactive—filling roles as they arise. In 2026, that approach needs to change. Intentional hiring means being deliberate, strategic, and purposeful about building the team your business actually needs, not simply replacing roles one-for-one.
The growing use of AI in recruitment means more applicants are making it through initial screening stages. To counter this, a more streamlined and controlled process is essential. Many larger firms are now capping applicant numbers and closing job ads earlier. This helps reduce noise, limits AI-generated CVs from unsuitable candidates, and allows hiring teams to focus on quality rather than quantity.
When someone resigns, resist the instinct to replace them like-for-like. Instead, pause and reassess. If an Associate Director leaves, is that genuinely the capability gap you need to fill? Resignations can be valuable opportunities to rethink structure, reshape skills, and plan more effectively for the future.
As part of annual planning, ensure your organisational goals align with your talent strategy. Identify capability gaps across the short, medium, and long term. Factor in your DE&I ambitions and invest time in building networks that support a diverse, future-ready workforce—one that reflects both your business needs and those of your clients.
AI in hiring is here to stay. Use it to enhance your recruitment process, not replace human judgment. Candidates will increasingly use AI to write CVs and optimise applications, so maintaining a strong human element in screening is critical. Without it, you risk spending valuable time interviewing candidates who aren’t the right fit.
For SMEs without large internal hiring teams, intentionality is even more important. Make the most of the resources you already have—your network, your employees, and trusted recruitment partners. Set clear expectations and strict timelines. A focused, confident process saves time and gets you to the right hire faster.
Be intentional, not reactive.
Tailor your recruitment approach to today’s market—don’t rely on outdated methods. Your competitors certainly aren’t.
Focus on finding the right person, not just a qualified one: someone who aligns with your long-term vision, strengthens your team, and supports sustained success.