Submitted on Tue 20 Jan 2026
If 2025 were a party, hiring was the bit where everyone stayed a little too long, ignored the warning signs, and woke up the next morning wondering what on earth they agreed to.
You know the feeling. Inbox full. Slack pinging. A half-written hiring plan. And a quiet realisation that some of last year’s decisions are… still sitting in the room with you. Welcome to the hiring hangover.
The good news? 2025 taught IT leaders a lot. The slightly uncomfortable news? Some of those lessons came the hard way.
Let’s unpack them.
Lesson 1: Speed Is Great… Until It Isn’t
2025 was the year of “we just need someone in the seat.” And look, we get it. Projects were moving fast. Teams were stretched. Deadlines didn’t care about your resourcing challenges. So roles were rushed. Shortlists were trimmed. “Close enough” quietly replaced “right fit”. And then, six months later, reality tapped you on the shoulder.
Because hiring fast without clarity is like sprinting in the wrong direction. Very impressive. Entirely unhelpful.
Lesson learned: Speed matters…but only when it’s pointed somewhere sensible.
Lesson 2: The Market Didn’t Magically Fix Itself
There was a moment in 2025 where everyone thought: “Surely the talent shortage will calm down soon.”
Reader, it did not.
Yes, the noise shifted. Yes, some hiring cooled. But the right people? Still in demand. Still selective. Still very aware of their value.
If anything, 2025 proved that waiting for the “perfect market conditions” is like waiting for traffic to disappear on the M5. It sounds lovely. It’s not happening.
Lesson learned: Talent strategy beats market timing every time.
Lesson 3: Vague Roles Create Very Expensive Problems
“We’ll shape the role once they start.” “They just need to be flexible.” “We’re still figuring out what success looks like.”
All phrases that sounded harmless in 2025. All phrases that caused pain later.
Because unclear roles attract mismatched expectations. And mismatched expectations are the slow leak that flattens teams, projects, and morale.
Lesson learned: If you can’t clearly describe what success looks like, you probably won’t recognise it when it shows up.
Lesson 4: Retention Became the Quiet Crisis
2025 wasn’t just about hiring. It was about keeping the people you fought hard to get. Burnout crept in quietly. Projects stretched longer than planned. “Temporary pressure” became the norm. And suddenly, leaders weren’t just recruiting, they were constantly replacing.
Lesson learned: Retention isn’t an HR issue. It’s a leadership one.
Lesson 5: Accountability Matters More Than Ever
After a few tough hiring experiences, a pattern emerged. IT leaders didn’t just want recruiters who could find people. They wanted partners who would stand behind those decisions.
Because when a hire doesn’t work out, the cost isn’t theoretical. It’s real. It shows up in delivery delays, team morale, and budget blowouts. 2025 reminded everyone that recruitment isn’t just about placement, it’s about ownership.
Lesson learned: Confidence in hiring comes from accountability, not promises.
So… What Does This Mean for 2026?
If 2025 was the hangover, 2026 is the glass of water, the strong coffee, and the quiet promise to make better choices next time.
The IT leaders who will thrive this year are the ones who:
- Slow down just enough to get clarity
- Hire with purpose, not panic
- Value long-term fit over short-term relief
- Choose partners who care about outcomes, not just starts
Because enjoying the recruitment process again doesn’t require perfection. It just requires better conversations, better decisions, and people who are prepared to own them alongside you. And honestly? That feels like a much better way to start the year.
All in all, 2025 showed us what happens when hiring decisions don’t have a safety net.
If you’re planning hires in 2026 and want the confidence of knowing your recruiter will stand behind the decision for life, not three months, not six, we should talk.
That’s exactly why TRC offers a Lifetime Guarantee.
Start the conversation with TRC.
The Recruitment Company – Making people enjoy the recruitment experience again
Specialist Sydney Employment Agency within Information Technology, Project Services, IT Infrastructure, Software Development, SAP, Data and Analytics, Devops and Cloud.
