The 2026 Talent Outlook
Hiring, retention and workforce design for the year ahead — the signals every talent leader should be watching.
Research, reports and thinking from our desk. We publish what we learn from the talent market — the trends, the data and the practical guidance to help you hire smarter and plan further ahead.
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Hiring, retention and workforce design for the year ahead — the signals every talent leader should be watching.
How to tell a genuine skills shortage from a hiring process that simply isn’t working — and what to do about each.
Where demand is outrunning supply across sectors, and what it means for your workforce plan and reward strategy.
What a competitor’s org chart and hiring pattern quietly tell you — and how to read the moves before they happen.
What you really pay for with a contingency fee — and where research-led sourcing changes the maths.
How to keep a talent pipeline warm, engaged and ready — so the next open role is filled in weeks, not months.
Our flagship annual report brings together data from across our global research desk: where the scarcest skills sit, how competitors are restructuring, what reward now looks like, and where representation is — and isn’t — moving. Essential reading for anyone planning their workforce for the year ahead.
Practical, evidence-based ways to widen representation before the interview — without lowering the bar. Learn how top firms adjust their sourcing strategies to attract a diverse cross-section of leadership talent.
What a competitor’s org chart and hiring pattern quietly tell you — and how to read the moves before they happen to stay ahead in executive search. A deep dive into mapping methodologies.
Where key skills are concentrating, what talent costs across global hubs, and how to choose your next office site based on concrete workforce data instead of instinct.
What stale contact data quietly does to a recruitment desk — and the discipline that fixes it. A deep dive into modern talent pipelining efficiency and standard operational excellence.
Where demand is outrunning supply across sectors, and what it means for your workforce plan and reward strategy over the next 3 to 5 years. Stay ahead of the structural shift.
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