Mid-Year Moves: What’s Changed—and What Hasn’t—in 2025 Hiring & Compensation
What a difference six months makes.
When we released our 2025 Compensation & Hiring Guide in January, we focused on the long arc of transformation, shifting candidate expectations, the rise of hybrid models, and the push toward skills-based hiring.
But halfway through the year, one thing is clear: the market is moving faster than most companies can track.
To help you stay ahead, we’ve released a Mid-Year Update—a condensed, insight-rich look at what’s actually happening across the hiring landscape right now. Whether you’re recalibrating your comp strategy, rethinking your work model, or trying to hold onto your Sales VP for dear life, this guide helps you navigate the second half of the year with clarity and confidence.
Download the 2025 Mid-Year Compensation Guide
What’s New in 2025 (So Far)
Return-to-Office Gets Real
Large companies are leaning into in-office mandates, citing productivity gains. Meanwhile, nearly 40% of mid-market firms are seeing better results from hybrid teams. The takeaway? There's no one-size-fits-all model—but companies that cling to rigid policies risk losing top talent.
Private Equity Holding Periods Are Stretching
With capital more expensive and uncertainty surrounding tariffs and inflation, holding periods have extended from 3 to 4 years to 5 to 7 years. That shift is prompting a second wave of leadership changes, especially in operations and finance.
Wage Compression Is a Growing Threat
Market-rate offers to new hires are creating internal equity issues—especially in HR, Accounting, and Ops. More companies are conducting compensation audits to avoid talent churn from the inside out.
“Quiet Cutting” Is Quietly Backfiring
Reassigning underperformers to lower-impact roles may avoid layoffs, but it often erodes trust and morale. The more sustainable approach? Coaching, clarity, and structured upskilling.
What Hasn’t Changed
Speed still wins.
The best candidates are evaluating multiple offers, especially in Sales and Finance. Six weeks from the first interview to a signed offer is still the benchmark.
Benefits still matter.
For global companies hiring in the U.S., sticker shock around healthcare and commissions remains a concern, making or breaking top offers.
Clarity is still currency.
Candidates want transparency regarding compensation, expectations, flexibility, and growth opportunities. If you don’t show it, they’ll move on.
Hiring Isn’t Easy. That’s Why We’re Here.
In a talent market this complex, a strong recruiting partner can do more than fill seats.
We help you:
Benchmark comp realistically, without overpaying or under-attracting
Move fast when it counts, without skipping diligence
Find the right person for the next phase, not just the current vacancy
Navigate hiring in hybrid, high-growth, or globally nuanced environments
Whether you’re hiring for scale, stability, or succession, the right recruiter doesn’t just source résumés; they help you align your talent strategy with your growth plan.
Ready to Benchmark Smarter?
The best hiring strategies start with informed expectations. Whether you’re recruiting a CMO or reevaluating your org design, our Mid-Year Guide gives you the intel you need—without the fluff.
Questions about compensation for a specific role? Let’s talk