December 2025

From hugging to hopping? 🐇 

Have you ever experienced a hug that went on just a little bit too long? Signs are emerging that workers are starting to feel that way about their current roles.  

Employees have largely been hugging their jobs this year amid a demoralizing job market, but now almost 4 in 10 say they plan to look for a new opportunity in 2026, according to our latest survey. Gen Z workers, tech professionals, and working parents are the groups most likely to go job hunting.  

And there are likely to be more jobs waiting for them. We found 83% of business leaders are somewhat or very optimistic about their business outlook next year, and potentially more likely to hire.    

For many people, the un-hugging cannot come soon enough. A new report found just 27% of managers say they are “engaged” at work, while only 33% of all employees said they were “thriving”.  

But overall, the jobs picture may be brightening, if both sides of the hiring equation are willing to put in the work and find each other.      

On to the next one ⏭️ 

Say what you want about 2025, it was an eventful time in the workplace. What’s coming next season? We have a few theories:    

• Human + AI roles go mainstream: Get ready to become one with the machine. But, like, in good way. More jobs will be designed with AI tools in mind, with workers expected to direct, evaluate, and decide when to step in. Skilled AI jockeys can anticipate higher starting salaries, too.    
• Managers evolve into coaches: With tools and knowledge more accessible to workers than ever, smart managers will shift their approach from having all the answers to enabling everyone around them to make better decisions and drive stronger results without constant input. To make that happen, orgs will need to update their leadership expectations to ensure managers aren’t stuck checking boxes that no longer make sense in 2026.  
• A renewed focus on how work gets done vs. where:  Expect to see fewer performative RTO mandates and more structured models for flexible work guided by what the data actually shows about employee productivity, satisfaction and retention. Data from multiple sources showed that for remote-capable roles, hybrid work arrangements remained the dominant model—and employee preferences barely budged toward fully on-site work. TL;DR, employers who want employees to work in the office 40+ hours per week need to offer decisively high compensation or risk losing their top performers to more flexible arrangements as they burn out.  

That’s not everything that’s coming next year. Here are five workplace trends we expect to see in 2026.  

How to hire in 2026 🤝 

Job search technology keeps improving, yet it can feel harder than ever for hiring managers to connect with the right candidate. Our latest guide is designed to help job seekers navigate hiring in 2026, but there’s also plenty to learn for hiring managers who are looking to cut through the chaos and bring on great candidates in Q1.    

Direct the deluge – Yes, it’s annoying to wade through hundreds of job applications that don’t lead to a hire.  But the promising candidates are still out there! Here’s how to make the influx somewhat more manageable: Write clear, keyword-rich job descriptions, then use your own tech to filter out obvious spam and mismatches. Then, use a structured screening process fueled by actual humans to identify the real people and skillsets you want to know more about.  

Prioritize potential, not checklists – Resumes and job titles don’t tell the whole story. Your hiring team will need to take time to evaluate top candidates’ soft skills, level-up potential, and long-term commitment. Then, plan ways to help them progress once you get them on board. Is this harder than just asking AI for the answer? Yes. But there’s no substitute for human judgement when it comes to hiring the right human for the job. And if your humans have a little too much going on at the moment, remember – we can help.  

Make your workplace pop – Hot take: If it seems like it might be awful to work at your business, it will be harder to find people who want to work there. That doesn’t mean you should fake being a “cool company”, but you do need to consider the vibe you’re putting out to potential employees. Showcase work flexibility and positive culture, highlight growth opportunities, and prioritize an active and authentic social media presence for your brand and your people. 

It turns out, top candidates are looking for the same thing they always have been: A fair offer at an employer that values its people, with a clear path for progression. Offer that, and watch your hiring challenges shrink.