READY FOR HIRING SEASON? A GUIDE FOR CANDIDATES

Every September, the hiring market switches from holiday mode to high gear. Empty offices refill, senior managers return to their desks and inbox traffic surges. For professionals considering a move, the post-summer period is more than a routine uptick; it’s the most advantageous window between now and January to secure your next role.

WHY SEPTEMBER TO NOVEMBER MATTERS

As the summer vacation period ends, two important trends converge. First, large numbers of professionals return from annual leave motivated to make a fresh start. Taking some time out from the day-to-day pressure of work gives people a chance to reflect on their career and how happy they are in their current position. Is the current role still stretching me? Am I being paid fairly? Can I achieve the personal goals I set at the start of the year? For some, this prompts them to make a change.

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Second, employers get back into gear after the summer break. Hiring managers who postponed interviews in July and August are now available, annual budgets still have room for additional headcount, and strategic planning for the next financial year gets underway. While the root causes vary between firms, the result is the same: a favourable market for candidates looking to make a move in Q3/Q4.

TURNING REFLECTION INTO ACTION

If you’re one of the many professionals who took advantage of the summer break to reevaluate where you are in your career (and where you want to be), then now’s the time to put that thinking into action. Start by defining some key objectives for a potential move: are you looking for a faster route to promotion, the chance to work more closely with clients, a change in corporate culture, or more flexible working arrangements? Once you have a clear core goal, you’ll be better able to shortlist relevant opportunities. 

Review the last twelve months and identify achievements that will prove your value. Update your CV and LinkedIn profile with recent, concrete evidence, such as revenue generated, new business won, efficiency improvements or clients retained. Consider the timetable as well. Hiring processes in the autumn tend to move faster than at any other time of year because decision-makers feel the pressure of budget deadlines. It is therefore important to ensure you’re ready to interview on short notice and provide references promptly. 

THE EMPLOYER PERSPECTIVE

From the company side, three factors drive the uptick in hiring around the end of Q3, and candidates who understand the pressure points may be able to negotiate from a stronger position.

• Senior decision-makers are back in the office and available to interview. Vacancies that sat on hold in mid-summer can now move from short-list to offer in a matter of days.
• Many departments face a “use it or lose it” situation with salary budgets. If new headcount is not finalised before year-end, budgets may be trimmed or disappear entirely in the next planning round, so managers are keen to act fast. 
• Strategic forecasts for the coming year require new skills now, not in April. Onboarding new talent in November ensures they will be contributing fully from January when new 12-month targets roll out. 

Because these drivers are commercial rather than purely administrative, employers may show more flexibility on compensation or terms during this period. 

SECTOR-SPECIFIC DRIVERS

Although almost every industry shows an autumn hiring surge to one extent or another, the underlying reasons differ. For example, in the legal sector, associate secondments and partner holidays are over, allowing practices to refocus on lateral recruitment before new case loads arrive in January. In tax and accounting, September and October represent a “second busy season” because impending corporate year-ends increase the need for reviewers and managers.

In finance and fund services, fourth-quarter product launches and client mandates may require organisations to onboard extra analysts, risk officers and operations staff. And in relationship-driven environments such as family offices and trusts, companies are starting to fill up networking calendars with conferences and client dinners, creating new openings for advisers who can bring in their own contact lists. 

PUTTING YOURSELF IN THE STRONGEST POSITION

We’ve mentioned the basics – revisiting your CV and any online profiles to bring them up-to-date with recent success stories and evidence. But to put yourself in the best possible position, you’ll need to ensure you stand out in person, as well as on paper. If you haven’t interviewed in person for a while, rehearsing your pitch with someone in your professional network is a valuable exercise. 

With the potential for short-notice interviews during this busy period, it’s a good idea to decide on your red lines in advance. Decide where you will and will not compromise on key factors: salary, hybrid working patterns, geography or travel. Having clear boundaries speeds up negotiation and avoids weak counter-offers.

For specialist professionals, partnering with a sector-focused recruiter like Victus Search makes a significant difference. We’re able to discreetly share insights on each firm’s decision process and introduce you to roles that are never advertised publicly. Because we speak daily with hiring managers, we know which vacancies carry genuine budget approval and which are still speculative. This inside knowledge protects your time and allows you to prepare for each interview with specific intelligence about what the panel wants to see.

MOVING BEFORE THE MARKET PEAKS

As we head towards the end of the quarter, it’s a positive environment for anyone seeking a change of role. Demand for skills is high, decision-makers are motivated, and budgets remain available. If you’re planning to make a move in Q3/Q4, contact Victus Search today. Our consultants specialise in recruiting for niche professional services roles, and our global network means we can position you in front of the right decision-makers, wherever your next move might take you.