UK Hiring Market Update: Q3 2026 

The UK hiring market has picked up over the last quarter with more businesses coming to us for leadership support. Agency hiring has also improved and several roles that had been on hold now moving forward. 

That said, it is not the same across every part of the market. In some areas, many strong candidates are still competing for relatively few roles, while in others clients are moving more quickly when they find the right person. Clients have also been looking much more closely at what candidates have delivered. Across communications, marketing and public affairs, the right title is no longer enough on its own. Clients want to understand the kind of businesses people have worked in, what they were brought in to do and what changed as a result. 

Comms and Marketing: Brand is Back 

AI search comes up in many of our conversations with clients, particularly GEO, AEO and agentic buying. It has also put brand back on the agenda. Over the past few years, much marketing investment has gone into performance and lead generation. Now businesses are thinking more about how their brand is found, understood and referenced through AI. That brings PR, reputation, earned media and content back into the conversation. If AI tools are using what is written and said about a business to decide whether it is relevant or credible, then brand becomes far more important. We are hearing the same from B2B clients. More businesses now want to build brand alongside lead generation.Product marketing is still coming up regularly in client briefs. Businesses want people who understand the customer, work well with product and sales teams and can explain in simple terms why the product matters. 

Marketing: More Choice for Employers 

Marketing remains a candidate-rich market, with far more choice for employers than a few years ago. Because of this, hiring processes have become more exacting, with clients digging into what people have actually achieved in their roles. For senior hires, questions are much more likely to be around what someone grew, changed, launched or improved. Managing a large team or having a broad remit does not tell the whole story. For candidates, it is worth being very clear about their own contribution. That means explaining the situation they inherited, what they did and what was different afterwards.  

Public Affairs: More Than Contacts 

Clients are also becoming more selective in public affairs. Relationships still matter, although a strong contact book is now only part of what employers are looking for. They want people who understand the political and regulatory environment and can also see what it means for the business, advising senior leaders accordingly. This is particularly true in energy, financial services, healthcare and technology. In these sectors, political and regulatory decisions can directly affect commercial ones. There is also more experienced political talent in the market following changes in Westminster. Some of these people are now looking at roles in corporate affairs, public affairs and advisory. The Autumn Budget on 28 October will be a key focus over the next few weeks, particularly for businesses looking at investment, growth and regulation. 

Looking Ahead Towards Q4 

The biggest change we have seen this quarter is that clients are looking more closely at what candidates have delivered. They are asking more detailed questions and taking more care with hiring decisions. For candidates, that means being able to talk clearly about the results they have delivered. For employers, it means being realistic about what is essential in a brief and where there is room to compromise. 

Agency hiring has picked up and AI is changing how teams approach brand and visibility. Meanwhile, the Autumn Budget will raise new questions about investment and growth. We expect these topics to be our main focus in Q4.