“It Depends”: Why One-Size-Fits-All Market Narratives Are Failing Today’s Employers
When people ask, “So, how’s the job market?” they’re usually looking for a simple answer: hot or cold, good or bad, up or down. But in today’s environment, that question is akin to asking, “How’s the weather?” without saying where you are or what season it is.
At Ascentria, we talk to business leaders, candidates, and investors every day. And if there’s one consistent theme, it’s this: there is no singular job market right now—there are dozens. Each one is shaped by function, level, industry, and ownership structure.
So, what is the state of hiring halfway through 2025?
Well… it depends.
Confidence Is Down, But That’s Not the Whole Story
According to LinkedIn’s Workforce Confidence Index, job seeker sentiment remains near historic lows. In March 2025, confidence among both unemployed and employed job seekers fell to +5 on a scale of -100 to +100, lower than the early pandemic levels.
That uncertainty is also pushing professionals to rethink their careers. More workers are pivoting toward freelance or contract roles, opting for flexibility over traditional 9-to-5 structures.
But while pessimism makes headlines, it’s only part of the picture.
Zoom In: Some Markets Are Heating Up
Here’s what we’re seeing behind the scenes, and what’s confirmed in our own Mid-Year 2025 Compensation & Hiring Guide:
Accounting & Finance Individual Contributors Are in High Demand
While leadership searches are taking longer, roles like Senior Accountant and Accounting Manager remain hot. Our mid-year guide shows these roles are moving quickly, especially in private and mid-market companies where lean teams can’t afford vacancies in core finance functions.
Sales "Hunters" Are the Unicorns of 2025
Companies are still hiring for sales—but selectively. Account managers are plentiful, but growth depends on securing hunters who can generate new business. As demand rebounds unevenly, strategic sales talent is increasingly hard to find and even harder to keep.
Private Equity Portcos Are Upgrading Talent
With exits delayed and holding periods stretched to 5–7 years, PE firms are prioritizing leaders who can drive long-term value creation. That’s increasing demand for experienced CEOs, CFOs, and COOs who’ve successfully scaled in complex, investor-backed environments.
Marketing and Tech Roles: Mixed Bag
Some IC roles are slowing—particularly in marketing and software development—due to automation and restructuring. But demand remains strong for digital leaders in high-growth sectors like retail and consumer goods, where revenue-driving innovation is still a priority.
The Real Story: Context Is Everything
If you’re feeling whiplash from conflicting headlines, you’re not alone. National surveys say job seeker confidence is at a historic low. At the same time, hiring managers in Accounting, Finance, and Operations are telling us they can’t move fast enough to secure top candidates.
So what gives?
The truth is, broad generalizations just don’t apply. What’s happening in one talent segment may look completely different in another. The companies that get it right are the ones that focus on the right micro-market—not the macro headlines.
Here’s how our team sees it:
“I recently met a Chief Sales Officer at a networking event. When he asked, ‘How’s the job market?’ I responded, ‘Compared to what?’ That really sums it up. The demand for a hunter in sales is completely different from that for an IC in marketing. Even within finance, timing and structure change everything.” — Ken Schmitt, Partner & Co-Founder
“Senior Accountants and Accounting Managers continue to be in high demand—especially in mid-market companies that can't afford talent gaps in core finance functions. Leadership roles may take longer to fill, but strong contributors are moving quickly.” — Seann Richardson, Partner & Co-Founder
“We’re seeing a clear confidence shift. After the Great Resignation, professionals were bold about asking for more. Now, with layoffs and over-hiring behind us, candidates are more cautious, and employers are back in the driver’s seat in many segments.” — Raquel Gallant, Managing Partner, Executive Search
“Some sectors, especially marketing and software, are seeing automation and consolidation thin out IC roles. That doesn’t mean they’re not hiring. It means expectations are shifting, and companies are being more selective.” — Sara Barthel, Recruiting Director
Understanding those shifts isn’t just helpful—it’s essential. Leaders who rely on blanket assumptions risk missing top candidates, misaligning compensation, or moving too slowly in competitive segments.
What Smart Companies Are Doing Now
If you’re hiring, or planning to, you don’t need broad market headlines. You need a focused strategy based on your specific roles, team structure, and company goals.
Here’s what we’re advising clients:
Know which labor market you’re in.
Finance is not the same as marketing. A PE-backed portco is not the same as a founder-led startup.
Move fast in hot talent segments.
Accounting, finance, and operational leaders are not lingering on the market.
Be transparent about uncertainty.
Candidates don’t need perfection; they need clarity and authenticity.
Don’t fly blind.
Generic forecasts won’t cut it. You need real-time, role-specific intelligence.
Final Answer? Not Quite.
So, if someone asks you, “So, how’s the job market?”, consider replying like we do: “Compared to what?”
Because in today’s market, the companies that win aren’t asking whether it’s good or bad. They’re asking: Who do we need? What matters most? And how can we move strategically?
Need help answering those questions? That’s exactly what we do.