Who actually moves in 2025? A look at candidate mindsets & movers.
It’s no secret that hiring the right talent has become more complex than ever. In an industry where culture, creativity, and chemistry count just as much as credentials, brand, and creative agencies, along with in-house marketing teams, are asking the same question: “Who is actually open to moving jobs right now?”
The short answer? It’s a more nuanced group than it used to be.
After recent placements & plenty of conversations with candidates, here’s a breakdown of who’s actively making moves in 2025, what’s driving them, and why it matters for your next hire.
Actively unemployed but still selective.
It’s a myth that everyone out of work is desperate or low-quality. Yes, redundancies have hit the marketing and creative sector hard over the past 12–18 months, but many of these candidates are top-tier, strategic, and savvy. They’re committed to getting back into the right role, not just any role.
What you need to know:
- Many are available immediately, open to freelance or contract-to-perm arrangements.
- They often come with strong portfolios and recent experience.
- The redundancy was market-driven, not performance-driven.
- They’re more open to roles with learning potential, flexibility, or mission alignment.
💡 Our tip: Move quickly. The best ones don’t stay on the market long, even in a cautious hiring environment.
The Relocators.
Relocators are among the most committed hires you’ll find. Whether it’s someone returning home after years away or moving cities for family reasons, this cohort has skin in the game.
What you need to know:
- They’re often highly motivated to make a new role work because their move is personal and long-term.
- They tend to bring outside perspectives and fresh energy to teams.
- They often accept slightly lateral roles to get started, making them cost-effective in the short term.
💡 Our tip: Be open to remote-first or hybrid onboarding to ease their transition. You’ll gain loyalty in return.
The Stayers, ready to leap.
These are the loyal team members who’ve weathered change, done more with less, and now feel undervalued or stagnant. They’re still employed but starting to explore new opportunities, quietly. Sometimes it’s internal culture, lack of progression, or a change in leadership that makes someone quietly look elsewhere. But once that tipping point is reached, these candidates are primed to move
What you need to know:
- They’ve not had a pay increase for a long time, or missed out on internal progression.
- They’re not being challenged creatively.
- Their values no longer align with their current company.
💡 Our tip: These candidates often need to be approached, not just advertised to. Partnering with a recruiter who can open these private conversations is key. Remember, time kills deals. Nearly half of the dropouts we’ve seen were a result of processes dragging beyond 3 stages or 4 weeks.
The Burnt Out.
Post-pandemic career pivots saw many creatives try freelancing, going in-house, or even leaving the industry. Some are now ready to return, with clarity and a sharpened sense of purpose.
What you need to know:
- They bring a new mindset, often valuing culture and balance more than prestige.
- Many are open to part-time, project-based, or 4-day week roles.
- They’re drawn to values-driven companies and forward-thinking agencies.
Window Shoppers.
We speak to lots of people who are “curious” about what’s out there. There’s nothing wrong with that, but when hiring managers pin hopes on these passive candidates, it often leads to slow comms, offer rejections, or last-minute ghosting. Yes, they can be persuaded, but it usually requires a compelling mix of role, salary, flexibility, and cultural fit.
What is the data backing this up?
According to LinkedIn’s Global Talent Trends:
- 42% of professionals who changed jobs said “lack of career growth” was their top reason.
- 34% of those who moved were relocating geographically. A jump of 11% from pre-pandemic levels.
- Candidates are now 2.6x more likely to consider company values and purpose in their job decision than five years ago.
Internal insights from our candidate base shows:
- 40% of our placements in the last year were candidates previously made redundant.
- 30% relocated for the role, often bringing more staying power and commitment.
- 30% were passive candidates we know (they weren’t on job boards).
So, what should you do?
If you want to convert interest into actual hires, focus your energy where it counts:
- Be realistic about who’s likely to move.
- Streamline your hiring process, make it sharp, warm, and decisive always wins.
- Work closely with your recruiter. We often know more about the “why now?” behind a candidate than their CV ever shows.
It’s about mindset, not just CVs.
Understanding who actually moves jobs right now isn’t just about job titles or years of experience. It’s about mindset. Whether it’s resilience, readiness for change, or the desire for a better fit, successful hires in 2025 are about alignment, not just availability.
Hiring in this market isn’t about volume. It’s about timing, relevance, and acting fast when the right person is in front of you.