Abby Roberts

The business landscape is shifting rapidly. While 2026 might feel distant, for hiring managers and business leaders, it is just around the corner. Technological advancements and shifting economic priorities are already reshaping the workforce, making it crucial to start planning for in-demand jobs 2026 today.

Organizations that wait until a vacancy opens to think about their talent strategy will likely fall behind. A looming talent shortage forecast suggests that finding specialized professionals in sectors like finance, IT, and marketing will become increasingly difficult. To stay competitive, companies must identify the roles to hire in 2026 and build a pipeline now.

At Prospex Recruiting, we understand the pressure employers face. Navigating these future challenges requires a partner who understands not just where the market is today, but where it is going.

Which Industries and Functions Will Define the 2026 Landscape?

The most competitive job functions will be those that blend technical expertise with strategic thinking.

As we move toward 2026, the demand for highly skilled professionals is expected to outpace supply in several key sectors. Understanding these shifts is the first step in beating the talent shortage forecast.

Finance and Accounting

The finance sector is undergoing a digital transformation. While traditional accounting remains vital, the in-demand jobs 2026 will heavily favor roles that require advanced analytical skills. Companies are no longer just looking for someone to balance the books; they need strategic partners who can interpret data to drive business growth.

We expect to see a surge in competition for:

• Financial Analysts who can model complex economic scenarios.
• Controllers with experience in automation and systems integration.
• CFOs capable of guiding companies through economic volatility.

Information Technology (IT)

It comes as no surprise that IT will remain a candidate-driven market. However, the specific roles to hire in 2026 are evolving. As artificial intelligence and machine learning become standard tools for businesses of all sizes, the need for specialized talent will skyrocket.

Key roles will include:

• Software Developers proficient in AI integration.
• Cybersecurity Experts to protect increasingly digital infrastructures.
• Data Scientists who can turn raw information into actionable insights.

The talent shortage forecast is particularly severe here, as the pace of technological change often outpaces the educational pipeline that produces new candidates.

Marketing and Creative

Marketing is no longer just about creativity; it is about data-driven engagement. As we look at the in-demand jobs 2026, digital proficiency is non-negotiable. The days of generalist marketers are fading, with specialists who can navigate the nuances of specific platforms and algorithms taking their place.

Employers should prepare to fight for:

• Digital Marketing Specialists with a focus on ROI and analytics.
• Content Creators who understand video and interactive media.
• Social Media Managers who can build genuine community engagement.

Identifying these roles to hire in 2026 is only half the battle; attracting the people to fill them is the real challenge.

How Can Employers Prepare for the Talent Shortage Forecast?

Employers must adopt a proactive, rather than reactive, approach to recruitment.

To secure top talent for in-demand jobs 2026, businesses need to rethink their value proposition. The strategies that worked a decade ago—or even two years ago—may not suffice in a hyper-competitive market.

Offer Competitive Compensation and Benefits

This is the baseline. High-quality candidates know their worth. To attract the best professionals for the roles to hire in 2026, your compensation packages must meet or exceed market rates. However, compensation is about more than just salary. Comprehensive benefits packages, including mental health support and flexible work arrangements, are increasingly important factors in top candidates’ decisions.

Invest in Training and Development

One of the most effective ways to combat the talent shortage forecast is to build talent from within. Investing in employee training and development programs not only upskills your current workforce but also improves retention. Employees are more likely to stay with a company that invests in their future.

Promote a Positive Company Culture

Culture is a recruitment tool. Candidates for in-demand jobs 2026 will prioritize companies that offer a healthy work-life balance and a supportive environment. If your company culture is toxic or outdated, you will struggle to attract the talent you need, regardless of the salary you offer.

Leverage Technology and Automation

To enhance productivity, smart employers are using technology to automate routine tasks. This allows your human talent to focus on high-value work, making the roles you offer more engaging and fulfilling. This is particularly relevant when defining the roles to hire in 2026, as candidates often look for positions where they can make a strategic impact.

Implement Effective Talent Acquisition Strategies

Finally, you need a robust recruitment process. This is where partnering with experts becomes invaluable. Navigating the talent shortage forecast alone can be a drain on internal resources.

How Does Prospex Recruiting Streamline Talent Acquisition?

We offer a proven, low-risk partnership model designed to find the perfect fit for your specific needs.

At Prospex Recruiting, we have over 30 years of combined experience helping companies find top-tier talent. Whether you are looking for a CFO or a Digital Marketing Manager, our team—led by founders Josh and Abby Roberts—knows how to identify candidates who will thrive in your organization.

We operate differently from most agencies. We believe that finding the right people for the in-demand jobs 2026 shouldn’t come with hidden costs or unnecessary risks.

• 100% Contingency: We don’t believe in retainers. You only pay us if we successfully place a candidate. If we don’t find the right fit, you don’t pay a penny.
• Flat 20% Placement Fee: Our fee structure is simple—20% of the first year’s base salary. No bonuses or commissions are included in the calculation.
• 90-Day Replacement Guarantee: In the rare case that a new hire doesn’t work out within the first 90 days, we conduct a replacement search at no additional cost.

This client-centric approach allows you to focus on your business goals while we handle the complexities of the talent shortage forecast and securing the best candidates for the roles to hire in 2026.

Securing Your Future Workforce

The workforce of the future is taking shape right now. By understanding the in-demand jobs 2026, acknowledging the reality of the talent shortage forecast, and identifying the critical roles to hire in 2026, employers can position themselves for long-term success.

Don’t wait for the market to leave you behind. Partner with a recruitment agency that values transparency, expertise, and results. Contact Prospex Recruiting today to start building the team that will drive your business forward.

The transition into a new year often brings a surge of optimism, but for talent acquisition teams and hiring managers, it also brings immense pressure. As we approach 2026, the labor market continues to evolve, making the need for a concrete Q1 hiring plan more critical than ever. Setting goals isn’t just about picking a number; it’s about aligning your workforce strategy with business reality.

If your company aims to hit the ground running in January, the planning phase must begin now. Without a clear roadmap, you risk disjointed hiring processes, budget overruns, and missed opportunities to secure top talent before your competitors do.

This guide provides a step-by-step approach to building a realistic Q1 hiring plan. From assessing your current capacity to partnering with experts to launch a new staffing strategy without fully auditing their existing resources, leading to burnout among employees, we will explore how to set achievable recruiting goals for 2026 that drive long-term success.

Understanding Your Current Capacity

Before you can determine where you are going, you need to understand where you currently stand. Many companies launch a new staffing strategy without fully auditing their existing resources, leading to burnout among the hiring team and a poor candidate experience.

Start by assessing your current team’s bandwidth. Do you have enough recruiters and hiring managers available to handle an influx of interviews in Q1? If your internal team is already stretched thin, adding aggressive hiring quotas without additional support will likely result in bottlenecks.

Next, evaluate your recent hiring data. Look at your “time-to-fill” and “quality-of-hire” metrics from the past year. Did you miss hiring targets in previous quarters? If so, why? Whether it was due to unrealistic salary expectations, a slow interview process, or a lack of qualified candidates, understanding these past failures is essential for setting attainable recruiting goals for 2026.

Setting Headcount Goals

Once you have a clear picture of your capacity, it’s time to define your specific headcount goals. This process should not happen in a silo; it requires deep collaboration between HR, department heads, and executive leadership.

Align with Company Objectives

Every new hire should serve a strategic purpose. Are you launching a new product line in Q2? If so, your Q1 hiring plan needs to prioritize R&D and product management roles early in the quarter. Are you expanding into a new territory? Sales and marketing roles should take precedence.

Analyze Industry Trends

Setting realistic goals also means understanding the external market. If you are hiring for highly specialized roles, such as senior IT professionals or niche finance experts, you must account for the scarcity of talent. Benchmarking your goals against industry standards ensures that your expectations for speed and volume are grounded in reality.

Budget Considerations

Ambition is great, but budget is the guardrail that keeps your staffing strategy viable. Before finalizing your headcount, you must determine exactly what financial resources are available for recruiting activities.

This goes beyond just base salaries. Your Q1 hiring plan must account for:

• Recruitment marketing and job board costs.
• Background checks and onboarding materials.
• Software or tools needed for the new employees.
• Agency fees if you plan to outsource difficult searches.

If the budget is tight, prioritization is key. Categorize your open roles into “critical,” “important,” and “nice-to-have.” Focus your resources on the critical roles that will drive immediate revenue or operational stability. This financial discipline ensures that you don’t exhaust your budget halfway through the quarter, leaving crucial positions unfilled.

Building Your Q1 Hiring Plan

With your goals set and budget defined, you can now construct the tactical roadmap. A successful Q1 hiring plan breaks the quarter into manageable sprints rather than treating it as a single massive deadline.

Identify Key Roles

List every role you intend to fill in Q1 2026. Be specific about the seniority level and the department. Grouping similar roles (e.g., three Staff Accountants) can often streamline the interviewing process.

Create a Timeline

Work backward from your desired start dates. If you want a new Director of Sales to start on February 1st, and your average time-to-fill is 45 days, you need to open the requisition and start sourcing by mid-December at the latest. Building a timeline helps visualize the workload and ensures that hiring managers know exactly when they need to be available for interviews.

The Role of a Staffing Agency

Sometimes, even the best-laid plans run into execution hurdles. This is where partnering with a specialized staffing agency becomes a strategic advantage. If your internal team is overwhelmed or if you are struggling to find niche talent in Finance, Marketing, Sales, or IT, an agency can be a force multiplier for your recruiting goals for 2026.

Why Partner with Prospex Recruiting?

Prospex Recruiting is a premier recruiting agency that specializes in helping companies navigate complex hiring landscapes. Founded by industry veterans Josh and Abby Roberts, Prospex brings over 30 years of combined experience to the table.

Unlike generalist firms that rely on high-volume, low-quality submissions, Prospex Recruiting uses a refined, boutique approach. They focus on understanding your specific culture and needs, ensuring that every candidate presented is a legitimate contender.

Their model is built for client success:

• 100% Contingency: You only pay if they find the right fit. There are no retainers, meaning they are motivated to deliver results.
• Flat 20% Fee: Simple, transparent pricing based on base salary allows you to forecast your budget accurately.
• 90-Day Guarantee: If a hire doesn’t work out, they provide a replacement search at no cost, mitigating your risk.

By integrating Prospex Recruiting into your staffing strategy, you can offload the heavy lifting of sourcing and screening, allowing your internal team to focus on closing candidates and onboarding.

Assessing and Adapting Your Strategy

A staffing strategy is not a “set it and forget it” document. The business landscape can change rapidly—budgets shift, priorities pivot, and the talent market fluctuates.

To ensure success, schedule regular check-ins throughout Q1 to evaluate progress against your recruiting goals for 2026. Are you getting enough qualified applicants? Are candidates dropping out at the offer stage? If the data shows you are falling behind, be prepared to adapt. This might mean adjusting salary bands, streamlining the interview process, or engaging external help, such as Prospex Recruiting, sooner than planned.

Conclusion

Setting realistic hiring goals for Q1 2026 requires a blend of data analysis, strategic alignment, and honest self-assessment. By understanding your capacity, budgeting wisely, and building a timeline-driven Q1 hiring plan, you position your company to secure the talent needed to thrive in the new year.

Remember, you don’t have to navigate this challenge alone. Whether you need a single critical hire or are building out an entire department, having a trusted partner can make all the difference.

If you are ready to execute a winning staffing strategy, get in touch with the team at Prospex Recruiting today. Let us help you turn your hiring goals into reality.

If the last few years have taught business leaders anything, it’s that the only constant in the labor market is change. From the Great Resignation to the rapid adoption of AI, the recruiting landscape has shifted dramatically. As we look ahead, understanding the hiring trends 2026 will bring is critical for any organization aiming to stay competitive. It’s no longer just about filling a seat; it’s about navigating a complex web of remote work preferences, evolving salary expectations, and industry-specific demands.

This is especially true for employers in the American West. While national trends provide a broad baseline, the nuances of the employment forecast in states like Arizona, Nevada, and Utah require a localized strategy. Whether you are a tech startup in Salt Lake City or a hospitality giant in Las Vegas, knowing where the market is headed can make the difference between stalling out and scaling up.

At Prospex Recruiting, we help businesses navigate these choppy waters daily. By combining deep regional expertise with a modern, transparent approach to recruiting, we empower employers to find the right talent at the right time. In this guide, we’ll break down exactly what the recruiting outlook holds for 2026 and how you can prepare.

National Overview of Hiring Trends 2026

On a national scale, the hiring trends 2026 are expected to usher in are defined by stabilization and specialization. The frantic hiring sprees of the early 2020s have cooled, replaced by more strategic, deliberate workforce planning.

The Evolution of Remote Work

Remote work is no longer a temporary perk; it’s a permanent fixture of the employment forecast. By 2026, projections suggest that while fully remote roles may stabilize, hybrid models will dominate. Candidates increasingly view flexibility as a non-negotiable, often weighing it as heavily as base salary. Companies that insist on a full-time return to the office without a compelling reason may find their applicant pools shrinking significantly.

Shifting Salary Expectations

Inflationary pressures may have eased, but the cost of living remains a primary driver for salary negotiations. The recruiting outlook indicates that transparency in pay is paramount. Job seekers are bypassing listings that hide salary ranges and demanding compensation packages that reflect their skill specialization. This is particularly true in high-demand fields like finance, IT, and specialized operations.

Top Recruiting Methods

The days of “post and pray” are over. To succeed in the hiring trends 2026 environment, employers must diversify their approach. While online platforms remain useful, there is a resurgence in the effectiveness of employee referral programs and niche professional networking. Furthermore, the human element—building genuine relationships with candidates—is proving to be the differentiator in securing top talent over automated, impersonal processes.

Regional Analysis: Arizona

Arizona continues to be a magnet for both talent and enterprise, creating a robust but competitive recruiting outlook for 2026.

Tech and Healthcare Boom

The “Silicon Desert” phenomenon is real. Arizona is seeing sustained growth in the semiconductor and technology sectors. Simultaneously, an aging population is driving massive demand in healthcare. For employers, this means the employment forecast is tight for specialized roles. You aren’t just competing with local firms; you are competing with national tech giants establishing substantial footprints in Phoenix and Scottsdale.

Regional Factors

Population growth in Arizona remains among the highest in the nation. This influx provides a fresh talent pool, but it also drives up local housing costs, which in turn influences salary expectations. Understanding these local economic pressures is vital when formulating offers. The hiring trends 2026 for Arizona suggest that relocation packages and housing assistance may become standard perks for senior-level roles.

Regional Analysis: Nevada

Nevada’s economy has always been unique, and its employment forecast for 2026 reflects a diversification beyond the strip.

Beyond Tourism and Gaming

While hospitality remains the backbone of Nevada’s economy, the state is aggressively diversifying into logistics, manufacturing, and renewable energy. The hiring trends 2026 show a surge in demand for operations managers, HR professionals, and skilled technicians to support these emerging sectors.

Economic Policy and Hiring

Nevada’s business-friendly tax structure continues to attract companies fleeing higher-tax states. This corporate migration is great for the economy, but it puts pressure on the local talent supply. The recruiting outlook here suggests that employers need to move quickly. In a market where new businesses are setting up shop monthly, top candidates often receive multiple offers within days of starting their search.

Regional Analysis: Utah

Utah consistently ranks as one of the best states for business, and the hiring trends 2026 reflect a mature, highly educated, and entrepreneurial workforce.

Silicon Slopes and Outdoor Recreation

The tech sector in Utah—Silicon Slopes—remains a powerhouse, driving demand for software engineers, digital marketers, and sales professionals. Additionally, the outdoor recreation industry is a significant employer. The employment forecast for Utah highlights a unique challenge: retention. With so many high-growth startups in the region, employees have options.

Cultural and Economic Fit

Utah typically enjoys a lower unemployment rate than the national average, making the recruiting outlook particularly challenging for employers who don’t prioritize culture. The workforce in Utah values work-life balance highly, often to enjoy the state’s outdoor amenities. Companies that offer flexible schedules and strong family benefits will align best with the local hiring trends 2026.

Industry-Specific Demand Across the Region

Across Arizona, Nevada, and Utah, specific industries are leading the charge in the employment forecast.

• Finance and Accounting: As businesses scale in these states, the need for Controllers, CFOs, and Staff Accountants is skyrocketing. Accuracy and compliance are critical, driving salaries up for CPA-certified professionals.
• Sales and Marketing: With competition increasing, companies are desperate for revenue-generators. The recruiting outlook is strong for proven sales leaders who can build teams and drive growth in new markets.
• Operations and HR: As remote work becomes complex and companies grow, the infrastructure to support employees becomes vital. We are seeing a spike in demand for HR Directors and Operations Managers who can navigate multi-state compliance and culture building.

Prospex Recruiting’s Role

Navigating the hiring trends 2026 presents can be overwhelming, but you don’t have to do it alone. Prospex Recruiting is a premier agency specializing in Finance, Accounting, Marketing, Sales, HR, and Operations across the region.

We aren’t your typical recruiting shop. We understand that the employment forecast is unpredictable, which is why we offer a model built on trust and results, not upfront fees.

• 100% Contingency: We don’t believe in retainers. If we don’t find you the right fit, you don’t pay. This ensures our incentives are perfectly aligned with your success.
• Flat Pricing: We charge a 20% placement fee based on the first year’s base salary—no hidden costs regarding bonuses or commissions.
• 90-Day Guarantee: We are confident in our process. If a hire doesn’t work out in the first 90 days, we conduct a replacement search at no cost.

With over 30 years of combined experience, our team—led by industry veterans Josh and Abby Roberts—uses a personalized, proven approach to help you capitalize on the current recruiting outlook.

Recommendations for Employers

To thrive amidst the hiring trends 2026, employers need to be proactive rather than reactive.

1. Audit Your Compensation: Don’t rely on data from two years ago. Analyze current salary benchmarks for your specific region (Arizona, Nevada, or Utah) to ensure your offers are competitive within the current employment forecast.
2. Streamline Your Process: Top talent won’t wait. A slow hiring process is the fastest way to lose a candidate. Agencies like Prospex can help you vet and interview candidates efficiently, reducing time-to-hire.
3. Sell Your Culture: In a market where candidates have choices, your employer brand matters. Clearly articulate your values, your stance on remote work, and your vision for the future.
4. Leverage Experts: If your internal team is struggling to find specialized talent, partner with a recruiter who understands the local landscape. A strong partnership can drastically improve your recruiting outlook.

Navigate the Future of Hiring

The hiring trends 2026 brings will challenge businesses to be more flexible, transparent, and strategic than ever before. From the tech hubs of Utah to the evolving economy of Nevada and the booming population of Arizona, the employment forecast is bright for those who adapt.

Don’t let the shifting recruiting outlook catch you off guard. By staying informed and partnering with experts who care about your long-term success, you can build a team that drives your business forward.

If you are ready to find your next great hire or simply want to discuss the market dynamics in your area, reach out to Prospex Recruiting today. Let us help you turn these trends into opportunities.

As Q4 rolls in, a familiar question hits leadership teams: “Should we freeze hiring until next year?”

Budget pressure, talk of layoffs, and softer demand can make a Q4 hiring freeze feel like the “responsible” choice. But when you zoom out and look at the data, the story is more complicated. In many cases, a blanket freeze doesn’t just slow spending—it slows future growth, weakens your talent bench, and makes it harder to bounce back in Q1 and beyond.

In this guide, we’ll look at what the numbers actually say about Q4 hiring slowdowns, how hiring freezes impact long-term performance, and smarter employment planning options you can use instead of hitting pause. We’ll explain how Prospex Recruiting helps employers in Utah, Arizona, and across the U.S. stay adaptable while keeping costs under control.

Why Q4 Is So Tempting for a Hiring Freeze

On paper, a Q4 hiring freeze looks logical:

• Budgets are tight, and next year’s forecasts are still in flux.
• Boards and investors are watching margins closely.
• Headlines about layoffs and weak seasonal hiring make it feel risky to grow headcount.

And it’s true: there is a real Q4 hiring slowdown happening in the broader market.

Staffing firm Challenger, Gray & Christmas reports that U.S. employers announced about 153,000 layoffs in October 2025, the highest October total in more than 20 years. Year-to-date cuts reached nearly 1.1 million jobs, roughly 65% higher than the same point in 2024. At the same time, planned hiring has dropped sharply: through October, employers announced about **488,000 planned hires, down 35% year-over-year and at the lowest level since 2011. Yahoo Finance

On the seasonal side, the National Retail Federation (NRF) expects retailers to hire between 265,000 and 365,000 holiday workers in 2025, down from 442,000 the year before and likely the lowest level in over 15 years. National Retail Federation

Taken together, these numbers offer clear hiring slowdown insights:

• Companies are cutting more aggressively.
• New headcount is being approved more cautiously.
• Seasonal and Q4-specific hiring is softer than usual.

It’s easy to look at that landscape and think, “Let’s just freeze our Q4 hiring and ride this out.” But that’s where the data starts to push back.

What Research Says About Cutting Headcount to “Save” Performance

One of the most-cited studies on downturn strategy comes from Harvard Business Review’s article “Roaring Out of Recession.” Researchers analyzed companies across multiple recessions and looked at which strategies led to “breakaway performance” once the economy recovered.

Their findings are sobering for organizations that lean heavily on hiring freezes and workforce cuts:

• Companies that rely mainly on workforce cuts—including aggressive hiring freezes and layoffs—have only about an 11% chance of outperforming peers after a downturn.
• The highest performers did something different: they balanced disciplined cost control with continued investment in people, R&D, and growth initiatives.

In other words, yes, it makes sense to manage costs. But when employment planning becomes “freeze everything”, organizations often pay for it later in the form of:

• Slower recovery once demand returns
• Weaker innovation and customer experience
• Loss of top performers who don’t see a future path inside the company

A Q4 hiring freeze may look like a short-term win in a spreadsheet, but from a long-term performance perspective, the research suggests it’s often a risky bet.

The Hidden Costs of a Q4 Hiring Freeze

Beyond what shows up in your budget, a Q4 hiring freeze tends to create ripple effects across the business:

1. Talent gaps stretch into Q1 and Q2
That critical controller, sales lead, or IT manager you chose not to hire in Q4? You’ll still need them in Q1—only now you’re starting the search later, and you’re competing with every other company that “waited for the new year” to restart hiring.

2. Burnout and attrition quietly rise
When you freeze hiring, the work doesn’t disappear. It gets redistributed. Existing team members absorb extra responsibilities, often during the busiest time of year. That can drive disengagement and push your strongest people to look elsewhere.

3. You lose access to an unusually strong candidate pool
Remember those macro numbers: seasonal hiring is way down, and planned hires are at decade-plus lows. Challenger Gray Christmas. That means more candidates are open to new roles at a time when fewer companies are actively hiring. If you step out of the market entirely, you miss a rare window to hire great people with less competition.

4. Your employer brand can quietly take a hit
If the market knows your organization is “frozen,” high performers may assume you’re struggling or not investing in growth. And when you do reopen roles, you may find fewer people eager to engage.

When a Q4 Hiring Freeze Might Make Sense

That doesn’t mean a Q4 hiring freeze is never smart. In some situations, a narrow, intentional pause can be useful, especially if:

• You’re in the middle of a major restructure, merger, or pivot
• You know you’ll be retiring an entire product line or location in the next few quarters
• There is a legitimate cash-flow crunch that makes near-term headcount additions genuinely risky

Even then, the best-performing organizations rarely freeze everything. Instead, they:

• Prioritize mission-critical and revenue-driving roles
• Slow or pause non-essential or experimental headcount
• Use the time to rethink org design, performance expectations, and tech investments

This is where thoughtful employment planning comes in. The decision shouldn’t be “freeze or not?” It should be, “Where should we keep hiring, where should we slow, and how do we sequence that over the next 6–12 months?”

How Prospex Recruiting Keeps You Flexible—Not Frozen

Prospex Recruiting was built for exactly this kind of moment. As a nationwide recruitment agency based in Salt Lake City, Prospex specializes in placing talent across Finance, Accounting, Marketing, Sales, HR, IT, Operations, and more, partnering with companies ranging from high-growth firms to established brands.

What sets Prospex apart is a model designed to support smart, flexible headcount decisions—not just “fill a req” and move on:

• 20% placement fee based solely on base salary (bonuses and commissions excluded), so costs are predictable and transparent.
• 90-day replacement guarantee if a candidate doesn’t work out, giving you confidence to keep hiring even when the market feels uncertain.
• 100% contingency model—you only pay when Prospex successfully places a candidate you hire. No retainers, no upfront gamble.

Instead of shutting hiring down in Q4, Prospex helps you:

• Stay active for critical and high-impact roles
• Build a Q1-ready bench of candidates while competitors are in freeze mode
• Navigate a softening labor market with real-time insight into candidate availability and salary expectations

Use Q4 to Position Your Team for the Next Year

The data is clear: there is a hiring slowdown in Q4. Layoffs are up, seasonal hiring is down, and many organizations are becoming more cautious.

But the research also shows that companies that rely on freezes and cuts alone rarely win the long game. Those that come out ahead are the ones that combine smart cost control with ongoing investment in the talent they’ll need when the market rebounds.

If you’re ready to rethink your Q4 hiring strategy, Prospex Recruiting is here to help. Visit hireprospex.com, or reach out to our team on LinkedIn to talk through your workforce plans and explore how a tailored approach to Q4 hiring can support your goals for the year ahead.