Autumn is often seen as a period of renewed recruitment activity, but this year calls for a more considered approach. The UK hiring market remains cautious, yet there are encouraging signs of movement, particularly for employers prepared to make clear, well-timed and strategically important appointments.
For businesses looking ahead, the question is not simply whether to hire. It is whether your organisation has the right people, structure and capability in place to finish the year strongly and enter 2027 with momentum.
A market that is cautious, but moving
The latest Office for National Statistics data puts UK vacancies at over 700,000 for May to July 2026, down 0.8% on the previous quarter and 2.7% year on year. There were also 2.5 unemployed people for every vacancy between April and June, a sign that the candidate market is less tight than it was during the peak hiring years.
This does not mean hiring has stopped. It means employers are making more selective decisions, with clearer scrutiny of salary, business need and long-term value.
Wider reports, such as from KPMG, also show that there are also early signs of improvement. Permanent placements stabilised in July, following a 45-month period of decline. Temporary billings rose for the fourth consecutive month, while temporary vacancies increased for the first time in two years.
For employers, the message is clear: the market is changing, but standing still is not a strategy. The best hiring decisions will be purposeful, well-planned and responsive to the realities of the market.
What candidates are looking for
Bain and Gray’s 2026 Salary Survey, based on responses from more than 6,000 business support professionals, showed that salaries have largely remained steady overall. However, experienced senior talent continues to command a premium. In particular, average salaries for executive assistants and private personal assistants increased by more than 30%, reflecting demand for highly experienced candidates supporting senior leaders and complex organisations.
Salary remains the biggest reason candidates consider a move, cited by 36% of those surveyed. Meanwhile, 52% did not anticipate receiving a pay rise in the next six months, and 66% had not received one in the previous six months.
This is an important retention issue as well as a hiring issue. If your strongest people have taken on greater responsibility without a clear conversation around pay, progression or recognition, they may be increasingly open to approaches elsewhere.
Candidates are also looking beyond salary. Hybrid working or work-life balance remained a priority for 21% of Bain and Gray respondents, while company culture, development and benefits continue to influence whether someone accepts - or stays in - a role.
AI capability is becoming part of the hiring conversation
AI is now influencing how people work across business support, but the most important shift is not about replacing roles. It is about raising the value of the human skills that technology cannot replicate: judgement, discretion, communication, relationship management and the ability to make sound decisions in fast-moving environments.
For PAs, EAs, office managers and Chiefs of Staff, AI can help reduce time spent on repetitive administration, research, meeting preparation, content drafting and information organisation. Used well, it creates more capacity for the work that has the greatest impact: anticipating needs, supporting leaders, improving operations and keeping teams connected.
For employers, this makes AI capability an increasingly useful consideration when recruiting and developing talent. The strongest candidates are not necessarily technical specialists, but they are curious, adaptable and confident using new tools responsibly.
As our Managing Director recently noted, AI should be viewed as a capability challenge. The advantage lies with businesses and individuals who keep learning, test practical applications and use technology to enhance — rather than replace — human expertise. Read more about AI upskilling and the recruitment advantage.
For end of year hiring, this means being clear about where AI can support a role, what training will be available and which core human strengths remain essential. A thoughtful approach will help employers attract ambitious talent while ensuring teams are prepared for the way work is changing.
Why now is the time to act
Waiting until January can feel sensible, but it can also create pressure. Businesses that start planning now can define priorities, benchmark salary properly and conduct a more measured search before the annual rush for new-year opportunities begins.
Autumn / Winter may be the right time to:
- Replace a key leaver before a gap affects business performance.
- Secure senior business support around a CEO, founder or leadership team.
- Hire an office management or operations professional ahead of growth, a move or a change in working model.
- Add flexible resource through temporary, interim or temp-to-perm hiring.
- Review compensation and succession plans before valuable employees begin looking elsewhere.
Temporary hiring is particularly useful where there is an immediate need, but the long-term structure is still evolving.
When retained search adds value
Retained search is not necessary for every vacancy. It is, however, particularly valuable when an appointment is senior, sensitive, highly specific or business critical.
For roles such as Chief of Staff, senior EA, private PA or office leadership, the strongest candidate may not be actively applying for jobs. They are often employed, selective and unlikely to respond to a standard advert alone.
A retained partnership gives clients a research-led, dedicated process: targeted market mapping, access to passive talent, salary benchmarking, agreed timelines and a carefully assessed shortlist. Bain and Gray’s Retained Search Service is designed for precisely these appointments, where discretion, pace and depth of understanding matter.
Plan now for year-end
The current market rewards clarity. Before beginning a search, agree the role scope, reporting lines, essential skills, working pattern, package and interview process. Move quickly when the right person is identified and be open to market feedback.
Whether you are making a strategic senior hire, reviewing salaries to retain key people or need flexible support before year-end, Bain and Gray can help you make a confident decision.
