What I'm Seeing in Hiring Right Now
(And why the smartest professionals aren't waiting for job postings.)
Everyone's talking about the "tough job market," but I'm seeing the opposite for professionals who understand what's actually happening.
Yes, there are more applications per posted role. But there's a widening gap between how most people are job searching and how the best opportunities are actually getting filled.
The professionals who recognize this gap, and use systematic approaches to bridge it, are finding 2025 to be one of the strongest hiring markets in years.
The rules of job search have changed. If you're relying on job boards, you're already behind.
The gap most professionals are missing
Coming from 25+ years inside Salesforce, Adobe, Slack, and other high-growth environments, I've seen how hiring decisions really get made. And in my coaching work with The Stand Out Advantage™, I'm seeing a decisive shift in how companies approach hiring for key roles.
Here's what the data shows versus what it feels like in the field:
The Data: Referred candidates have a 30% hire rate compared to just 7% from job boards. 82% of employers rank referrals as their top recruitment source.
What It Feels Like: "My applications are going nowhere." Meanwhile, someone in their network gets tapped for a role that was never even posted.
The Data: 45% of referred employees stay longer than four years. Only 25% of job board applicants last more than two.
What It Feels Like: Companies are risk-averse. Even when 69% of employers say they're struggling to find qualified candidates, they lean toward trusted referrals over impressive but unknown resumes.
Even for posted roles, the hiring manager often has 2–3 people in mind before the listing goes live.
3 patterns I'm seeing among professionals who land great roles
1. They build relationships well before they need them
Professionals who land strong roles aren't just networking. They're using systematic relationship mapping to identify people they'd want to work with in the future and starting conversations now. They show up with insight, not asks. They stay curious, not transactional.
Client story: A marketing director came to me feeling burned out and unsure of her direction. Using our strengths alignment framework and strategic positioning tools, she gained clarity on what motivated her and identified specific ways to position herself for future-fit roles. Instead of applying cold, she started sharing ideas and reflections with people in her space. Within months, she was approached directly for a leadership role that matched both her skills and vision.
The shift: She moved from chasing openings to becoming known for her perspective.
2. They position themselves as problem-solvers, not job seekers
The professionals getting hired in this market aren't saying "I'm looking for opportunities." They're saying:
"I help product teams improve retention with data-informed design."
"I build scalable onboarding programs for high-growth companies."
That clarity makes hiring managers take notice.
Client story: A senior product manager had just come off a disappointing role and was questioning his value. Using our brand pillar development and values alignment tools, we focused on his career patterns, past wins, and the kinds of challenges he was best equipped to solve. He didn't shy away from the setback, but he didn't lead with it either. He reframed his story to reflect the strategic leader he had become. Within five months, he landed a role that perfectly matched his strengths, values, and career goals.
The result: Instead of explaining what happened, he got clear on where he could create impact next.
3. They stay visible, even when they're not actively searching
Some of the most successful transitions I've seen this year came from people who weren't applying at all. They were using our visibility planning frameworks to stay active in their network, sharing ideas, showing up in conversations, and reaching out with thoughtful questions.
Client story: A solutions engineer felt invisible, despite strong experience. Using our professional story development tools and strategic networking approach, we worked on articulating how his technical background translated into business outcomes. He started reaching out to peers and leaders, not to ask for jobs, but to reconnect and offer value. When a role opened at a major tech company he admired, he already had a warm path in. The hiring manager told him: "You were already on our radar." He secured the Senior Solutions Engineer position and later said, "Laurie helped me craft a compelling story that connected my background to the role I wanted."
The takeaway: He wasn't asking to be considered. He had already shown he was ready.
What this means for high performers
If you're relying on job boards, you're in the most crowded part of the market. And your resume, no matter how strong, likely blends in.
But if you've taken the time to get clear on your strengths using structured assessment tools, connect with the right people through systematic relationship building, and build a reputation for solving meaningful problems? You're not another applicant. You're a trusted resource.
That's the difference I see in the professionals who land great roles, even in a "tough market."
What's working right now
In every one of these stories, I see a clear pattern:
They've done the work to reconnect with their strengths and values using structured assessment tools
They've clarified how they add value and where they want to go through brand foundation frameworks
They've built relationships with people solving similar problems using strategic networking maps
They've shown up before they needed a role, not after, through systematic visibility planning
It's not just about looking good on paper. It's about showing up as someone who can create results.
The bottom line
Hiring hasn't stopped. It's just shifted.
The best opportunities are going to people who are visible, clear, and connected, not just qualified.
The professionals who thrive in this market aren't waiting for job postings. They're building trust, sharing ideas, and becoming the obvious choice, before the role is even created.
That's not luck. That's strategy.
And it's exactly what we systematically build inside The Stand Out Advantage™: the clarity, connections, and positioning that make you the obvious choice before roles are even posted.
Ready to understand how these hiring trends apply to your specific situation and career goals?
This kind of market intelligence and strategic positioning is exactly what we develop inside The Stand Out Advantage™.
→ Start with a complimentary Next Level Discovery™ Session and let's build your personalized strategy for navigating this market shift.
