The Reality of Hiring in 2026: What’s Actually Working (and What’s Not)

Hiring hasn’t stopped — but expectations, budgets, and timelines are out of sync. The businesses making great hires right now are clear, realistic, and decisive. The ones struggling are chasing “unicorns,” overcomplicating roles, or moving too slowly. Meanwhile, candidates are prioritising impact, stability, and leadership over hype.

What I’m Seeing on the Ground

I spend every day in conversations with marketing and sales leaders, founders, and candidates across Australia. Not surface-level chats — real discussions about team structure, budgets, pressure points, and career decisions.

And right now, there’s a clear pattern emerging.

It’s not that hiring has dried up. It hasn’t.

It’s that the gap between expectation and reality has widened — on both sides.

Let me break down what’s actually happening.

The “Unicorn” Hire Isn’t Coming

There’s still a tendency to write job briefs that read like five roles rolled into one.

Strategy. Performance. Brand. Content. AI. Leadership.

That’s not a single hire. That’s a team.

The businesses getting traction are the ones that have stepped back and asked:
What do we actually need first?

Clarity here changes everything. It sharpens the brief, attracts the right people, and ultimately leads to a better hire.

The Market Has Found Its Middle Ground

There’s a bit of a reset happening.

• Some businesses are still hiring for a “dream version” of a role — without the budget to match
• Some candidates are still anchored to peak-market salaries from a very different hiring climate

Where hiring is actually happening?

Right in the middle.

The most successful outcomes I’m seeing are where both sides are informed, flexible, and realistic.

Slow Hiring Is Costing You Good People

I’ll be direct — a 4–6 week decision-making process isn’t being thorough.

It’s self-sabotage.

The strongest candidates aren’t sitting still for that long. They’re having multiple conversations, and they’re making decisions quickly.

If your process drags:

• You lose momentum
• You lose engagement
• And most often, you lose your preferred candidate

The businesses winning talent right now are decisive. Not rushed — but clear and intentional.

Fractional Isn’t a Trend — It’s a Shift

There’s been a lot of talk about fractional leadership over the past couple of years.

From where I sit, it’s not a passing phase — it’s become a very practical solution.

Not every business needs a full-time CMO.

But many do need:

• Strategic direction
• Senior thinking
• Someone to bring clarity to the chaos

Fractional allows businesses to access that level of expertise without the full-time overhead — and right now, it’s a far more accessible option than it used to be.

“Hands-On” Roles Need a Reality Check

I’m seeing more and more job briefs describe roles as “hands-on.”

In theory, that’s fine.

In practice, it’s often code for:

“We need you to do everything.”

The best marketers are pushing back on this — and rightly so.

Strong candidates want:

• Clear scope
• Defined priorities
• A role where they can actually do their best work

If everything is a priority, nothing is.

Employer Brand Is Doing the Heavy Lifting

A few years ago, employer brand sat in the “nice to have” category.

That’s no longer the case.

Candidates are doing their homework — and quickly.

If your story isn’t:

• Clear
• Compelling
• Consistent

You’re already on the back foot before the first conversation even happens.

This is especially true when it comes to senior talent.

Job Descriptions Might Be Holding You Back

Some of the biggest hiring blockers I see are self-inflicted.

Overwritten job descriptions.

Endless lists of responsibilities.
Unrealistic expectations.

And then the question:
“Why aren’t the right people applying?”

The best briefs are simple, focused, and honest.

They speak to outcomes, not just tasks.

Senior Talent Isn’t Harder to Find — It’s Harder to Convince

There’s a common narrative that senior talent is “scarce.”

I don’t agree.

There are incredibly strong operators in the market right now.

But they’re not just looking for a job.

They’re looking for:

• Impact
• Trust
• Leadership they believe in

If those elements aren’t clear, they won’t move — even if the role looks good on paper.

If You’re Leading a Team Right Now, Check In

There’s a level of uncertainty in the market at the moment — and people feel it.

If you’re leading a team, don’t assume everything is fine.

Have the conversation.

Ask how they’re feeling.
Ask what they need.
Give clarity where you can.

Stability and transparency go a long way right now.

And If Someone Comes to Mind — Reach Out

One of the quieter realities of this market is how many great people are in transition.

Job searching can be a tough place to sit. It’s often isolating, and it’s rarely talked about openly.

If someone pops into your head:

• Send the message.
• Make the call.
• Grab a coffee.

It matters more than you think.

Where New Chapter Talent Fits Into All of This

This is exactly why I built New Chapter Talent the way I did.

After more than 20 years in marketing and sales recruitment, I’ve seen what happens when hiring becomes transactional. Roles get filled — but they don’t always stick.

We take a different approach.

We spend time understanding:

• The culture behind the role
• The personalities in the team
• What success actually looks like beyond the job description

Because the best hires aren’t just about capability — they’re about alignment.

Alongside recruitment, we’re also building a community around marketing leadership through initiatives like the CMO Chapters Podcast, our CMO Collective Lunch Club, the Marketing Leadership Awards, and our Marketing Mentorship Program.

Because this industry works better when people are connected.

Final Thought

Hiring right now isn’t broken.

But it does require a reset in how we think about roles, expectations, and decision-making.

The businesses that are getting it right are the ones willing to be honest about what they need, what they can offer, and how they show up in the process.

Let’s Talk

If you’re hiring and want a clearer view of the market — or you’re thinking about your next move — I’m always happy to have a conversation.

No pressure. Just a genuine discussion about where things are at and what might make sense next.

Contact Lucy

✉️ lucy@newchaptertalent.com.au

📞 +61 416 153 144

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Or connect with me ~ Lucy on LinkedIn ~ as I'll share all the insights on recruitment you could ask for! For more updates, career tips, and job opportunities, follow New Chapter Talent on LinkedIn.

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