Salary Survey
UK Recruitment Market Update – Autumn 2025
As 2025 heads into its final quarter, the UK recruitment landscape is showing cautious optimism. Despite continued macroeconomic uncertainty and evolving workforce priorities, hiring across many professional sectors has stabilised - with key growth emerging in business support, executive, and operations roles.
At Bain and Gray, we’ve reviewed the latest data from the APSCo Recruitment Index, global market research from Bullhorn’s GRID 2025 Industry Trends, and our own observations from clients and candidates in the PA, EA and business support markets. Here’s what we’re seeing.
The Broader Recruitment Picture
According to the APSCo Recruitment Index (October 2025), UK hiring activity rose modestly in Q3, up 4% quarter-on-quarter, driven by renewed business confidence and easing inflationary pressures. Permanent placements have started to recover after a subdued start to the year, while temporary hiring remains strong, particularly in London and the South East.
However, skill shortages persist across most professional sectors. Employers continue to compete for experienced candidates, especially those with strong digital literacy, hybrid-working adaptability, and interpersonal skills.
Key highlights from recent reports:
- Permanent job vacancies increased by 6% year-on-year, signalling growing employer confidence.
- Average time-to-hire has fallen slightly, from 42 to 38 days, as employers streamline recruitment processes.
- Hybrid and flexible roles now represent over 60% of office-based opportunities, cementing flexibility as a permanent post-pandemic norm.
- Salaries remain steady, but there’s rising pressure to offer additional wellbeing, learning, and work–life balance incentives to retain talent.
As the GRID 2025 Global Report notes, “employers are shifting from recovery to reinvention” - prioritising retention, internal mobility, and culture over rapid headcount expansion. This aligns with what we’re hearing from clients across London and the Home Counties.
Economic and Sector Insights
While GDP growth remains modest, professional services and private equity-backed businesses continue to invest in core business functions. The Office for National Statistics reports a stabilisation in inflation and wage growth, providing a more predictable environment for long-term hires.
Recruitment agencies have also adapted; APSCo data shows a rise in employer partnerships based on strategic workforce planning rather than reactive hiring. Many firms are requesting market intelligence, benchmarking, and salary insights before committing to new hires, reflecting the more thoughtful, data-driven approach to talent acquisition in 2025.
Spotlight on Business Support, PA & EA Roles
In Bain and Gray’s specialist market — business support and executive assistance — the tone has shifted from reactive to selective. Companies are hiring with precision: looking for individuals who combine technical proficiency, emotional intelligence, and the ability to thrive in hybrid or high-growth environments.
Here’s what we’re seeing first-hand and through recent salary benchmarking:
1. Demand for senior-level EAs and hybrid operational roles
- Executive Assistants with strategic capabilities (project management, financial oversight, team coordination) are commanding 5–10% salary premiums compared to early 2024.
- There’s growing demand for “Chief of Staff–style” positions in private equity, tech, and family offices.
2. A competitive market for top-tier business support
- The best PAs and Office Managers are typically in multiple processes at once.
- Employers offering 4-day hybrid weeks, wellbeing allowances, or training budgets are securing talent faster.
3. Rising expectations from candidates
- Candidates are looking for clarity on career progression, culture, and flexibility, not just salary.
- Counter offers remain high, especially in London, so transparent communication and quick processes are key to securing hires.
4. Salary overview (London, 2025 average)
*Data compiled from Bain and Gray placements, client benchmarking, and APSCo data.
Economic and Sector Insights
While GDP growth remains modest, professional services and private equity-backed businesses continue to invest in core business functions. The Office for National Statistics reports a stabilisation in inflation and wage growth, providing a more predictable environment for long-term hires.
Recruitment agencies have also adapted; APSCo data shows a rise in employer partnerships based on strategic workforce planning rather than reactive hiring. Many firms are requesting market intelligence, benchmarking, and salary insights before committing to new hires, reflecting the more thoughtful, data-driven approach to talent acquisition in 2025.
Temporary Recruitment: Agility Driving Growth
Temporary and contract hiring remains an important part of the UK labour market in 2025. Trade reporting shows the number of temporary workers rose year-on-year in early 2025, and industry surveys continue to record strong demand for flexible, project-based resource.
We continue to see demand for interim PAs, Office Managers and Executive Assistants to cover transitions, project work and seasonal peaks. Employers are using temporary hires both to manage short-term capacity and as a “try-before-you-buy” route to assess cultural and role fit before committing to permanent appointments.
Looking Ahead: What to Expect in Early 2026
We anticipate a continued upward trend in recruitment through Q1 2026, particularly in financial services, private equity, and creative industries, where investment in organisational infrastructure is growing again.
However, competition for skilled support professionals will remain fierce, especially those with AI tool experience, project management skills, and hybrid work adaptability. Employers that maintain flexibility and a strong employee value proposition will have the edge.
Retained Search: Partnering for Precision
As clients focus on long-term growth and strategic hires, retained search has become a critical tool for identifying top-tier talent in the most competitive segments of the market.
Bain and Gray’s Retained Search Service is designed for senior or business-critical roles, where discretion, speed, and deep market mapping are essential. Our team provides targeted shortlists built through research-led search, tapping into passive talent networks that traditional recruitment rarely reaches.
Why clients choose retained search:
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Exclusive access to talent not visible through open market channels.
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Market insight reports and salary benchmarking included as standard.
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Dedicated project timelines and guaranteed shortlist delivery.
Final Thoughts
The UK recruitment market in late 2025 is no longer about “more hiring” it’s about smarter hiring. For clients, that means combining salary benchmarking, cultural fit, and speed of process to secure the right talent.
At Bain and Gray, we’re here to help clients navigate these shifts with insight and clarity. If you’d like a bespoke salary snapshot or market insight for your business, get in touch with our team.
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