By Rachel Talbot & Gianna Aguirre, Search Consultants at Chesapeake Search Partners
Throughout 2025, we spent many days in conversations with candidates and hiring leaders across industries. Those conversations gave us a front-row seat to what people were really looking for in one another beyond what showed up in job descriptions, resumes, or interview scripts.
As the year progressed, patterns emerged. Some confirmed what we’d been seeing for a while, while others reflected fundamental shifts in how people approach work, growth, and hiring decisions. Below is what stood out most and what we believe it signals as teams and candidates look ahead to 2026.
What Candidates Were Looking for in Employers
Across roles and industries, candidates who were already employed but open to a move consistently prioritized the same things. They were less focused on titles and more focused on fit.
The themes we heard most often included:
- Work-life balance and flexibility
- Strong, supportive company culture
- Clear opportunities for growth
One notable shift was around work location. Candidates were less rigid about fully remote work than in previous years. Many were open to hybrid or in-office environments when flexibility, understanding, and trust were clearly part of the culture. For most, flexibility wasn’t just about where they worked; it was about how supported they felt.
What Hiring Managers Prioritized
From the client side, hiring managers were increasingly intentional about who they brought onto their teams. Culture fit and adaptability were top priorities, especially for smaller teams where individuals are expected to wear multiple hats.
We consistently heard hiring leaders emphasize:
- Strong communication and collaboration
- Adaptability as priorities shift
- The ability to learn quickly and solve problems
We also saw hiring managers become less focused on exact software or tool experience when candidates demonstrated curiosity and a willingness to learn. Even amid economic uncertainty, many clients were willing to flex budgets when they believed a candidate was the right long-term fit.
The Candidate Frustration We Heard Most
One theme came up repeatedly in candidate conversations: how discouraging job boards have become. Many candidates shared that they applied for roles they were qualified for or overqualified for and never heard back.
With high application volumes and limited internal hiring resources at many organizations, qualified candidates are often unintentionally overlooked. This dynamic reinforced the importance of targeted sourcing and thoughtful hiring processes, especially in a crowded market.
Stories That Captured The Year
Gianna:
One search that stood out this year was with a mission-driven nonprofit hiring for an Operations role. While several candidates looked strong on paper, our conversations revealed that success required comfort with ambiguity, limited resources, and a true mission-first mindset. Once the search shifted toward candidates with direct nonprofit experience, the difference in engagement and alignment was immediate. It reinforced how deeply culture and environment shape long-term success.
Rachel:
In another search, a client came to us looking for a critical support role but with a tight budget. Rather than making assumptions, we walked them through the market and presented candidates at varying levels. By giving the client clear options and context, they chose to adjust their budget slightly, resulting in a hire who made an immediate and meaningful impact.
Both experiences reinforced the same lesson: alignment comes from conversation, not assumptions.
What to Expect in 2026
Looking ahead, a few signals are clear:
- Culture and mission alignment will continue to outweigh technical checklists
- Candidates will be more selective and cautious about making moves
- Hiring teams will remain patient, prioritizing fit over speed
For candidates, adaptability, versatility, and the ability to articulate alignment with an organization’s values will matter more than ever. For employers, clarity around role expectations, growth paths, and motivation will be critical to attracting and retaining talent.
Key Takeaway
What we learned in 2025 is that successful hiring still comes down to people. Honest conversations on both sides create the clarity that leads to better outcomes. As we move into 2026, those conversations will only become more critical.
Let’s Start the Conversation
At Chesapeake Search Partners, we believe meaningful placements begin with understanding. Let’s start the conversation around your next search strategy.