The hiring market looks different depending on where you sit.
From the outside, more candidates in the market may seem like good news for hiring teams. More applicants should mean more options. But recruiters who are speaking with candidates every day are seeing a more layered picture.
At the midpoint of the year, we checked in with members of our recruiting team to better understand what they are seeing across today’s candidate pool. Their insights point to a market shaped by shifting priorities, higher candidate volume, more selective decision-making, and continued competition for the right fit.
Beyond Salary
Flexibility continues to be one of the biggest priorities for candidates, especially when it comes to remote and hybrid opportunities. Compensation still matters, but it is not the only factor influencing decisions.
Toney Rish, Sr. Technical Recruiter and Team Lead, shared that candidates are prioritizing remote opportunities, compensation, growth mindset, and culture. She has also seen salary expectations become more aligned with current market conditions, with some candidates showing more flexibility when an opportunity offers stability, growth potential, or stronger overall fit.
Candidates still want competitive pay, but many are thinking more holistically about their next move. They are asking whether they can grow, whether the company aligns with their goals, and whether the opportunity makes sense for their long-term career.
More Volume, More Noise
One of the biggest shifts this year is the increase in candidate volume.
Keely Clarkson, Sr. Technical Recruiter and Team Lead, pointed to layoffs across big tech and startups over the past 12 to 18 months as one reason more candidates have entered the market.
While that may sound like a win for hiring teams, more applicants do not automatically lead to more qualified matches. Keely noted that although application volume has increased, many candidates applying are not fully qualified for the roles.
That has become one of the defining challenges of the current market. There is more activity, but also more noise. Recruiters are still spending significant time identifying candidates who truly match the skills, experience, and expectations of each opportunity.
Candidate Behavior Shifts
Recruiters are also seeing changes in how candidates engage throughout the hiring process, though those changes are not consistent across every search.
Toney has seen candidates remain highly responsive and attentive, even more so in some cases. Keely, however, referenced higher drop-off and fall-off rates, including more ghosting after submission, candidates backing out late in the process, and candidates declining after initially saying yes.
Both experiences reflect the same reality: candidates are being more intentional. Some candidates are moving quickly and staying engaged, while others are more cautious, selective, or willing to step away if the role no longer feels like the right fit.
Technical Hiring Challenges
Even with more candidates available, some technical roles remain difficult to fill. Keely referenced developer roles as especially challenging and noted that recruiters are also seeing candidates use AI during interviews.
Recruiters and hiring teams are not only evaluating technical ability, but also how candidates communicate their experience and demonstrate their skills authentically.
Looking Ahead
Today’s candidate market is active, but it is not simple.
Candidates want flexibility, stability, growth, and a meaningful fit. Recruiters are seeing more applicants, but not always more qualified matches. Some candidates are highly engaged, while others are approaching decisions with more caution.
For hiring teams, the second half of the year will require clear communication, realistic expectations, and a strong understanding of what candidates are prioritizing right now.
The talent is out there. The key is knowing how to reach, engage, and retain the right people in a market that continues to evolve.
Whether you’re actively searching or open to the right opportunity, our recruiting team can help. Send your resume to resumes@tmfloyd.com.
