Will the labor market stabilize any time soon? A recent panel suggests that while this expectation may be unrealistic, there are behaviors and mindsets that can help us thrive even amid volatility. Our panel of executive search experts from Spencer Stuart, Korn Ferry, and the Weinreb Group shared their advice on how to stand out and succeed.
2026 Trends and expectations
Unlike other times of disruption in the market, this time there is a lot of noise about the “white-collar” job market also being impacted.
Asset Management: AI is already being deployed in the business of investment. “AI and data analytics are reshaping how firms distribute, sell, and market—and how they generate better investment theses.” – Sarah Burley‑Reid
Healthcare: Deal activity and legislation are creating both opportunities and constraints. “Companies are reshaping the talent pool and the capabilities they have in-house.” – Brian Joyce
Sustainability: the regulation and politics are reshaping the field.
“The question is: how do you develop junior team members as these roles get eliminated—and what’s the arc of development for the sustainability professional?” – Ellen Weinreb
Across all three desks, the common thread was how AI, regulation, and transformation are reshaping both the basic requirements of senior roles and how leaders are now being evaluated.
Beyond recruiting efforts, companies are using search firms for talent assessments: whether of a person or an entire team. Getting the right dynamics on a team has become even more important as organizations want to drive change more quickly and weave AI into how they work.
So how can job seekers stand out?
How to cut through the “Noise”
With AI making it easier for candidates to apply for roles, the system is flooded with “noise”. To stand out, job seekers must return to personal methods:
- Networking as a “Contact Sport”: In-person interactions are the ultimate differentiator. Attending industry events and using alumni networks for warm introductions is far more effective than cold digital applications.
- Authenticity over Automation: Recruiters can immediately detect AI-generated cover letters or outreach notes. Every interaction should be tailored and genuine, Ellen noted.
- The “TV Interview” Prep: Since many first rounds remain virtual, candidates should film themselves to refine their story, ensuring they are concise and “human” rather than rambling or robotic.
All agreed that “manners” have been discarded for a more transactional and virtual approach. Job seekers who bring curiosity and interest to the discussions and are comfortable building relationships in person will have an advantage.
The Most In-Demand Trait: Agility
When assessing candidates, recruiters are looking beyond a simple list of past accomplishments. The most critical quality for a 2026 leader is agility—the ability to remain comfortable with constant change and to pivot strategies quickly as geopolitical and technological landscapes shift.
Ellen noted that leaders who stand out can manage risk in a volatile world – not just react to change, but anticipate it.
The basics every strong candidate must demonstrate:
- A proven track record of driving results.
- Exceptional people leadership and mentoring skills.
- The ability to collaborate across diverse stakeholders.
- A deep understanding of the “business case” (particularly in sectors like sustainability, which have shifted from storytelling to regulatory reporting).
Navigating Layoffs and Pivots
For those impacted by recent layoffs, the panel noted that the stigma of a layoff has largely vanished due to their frequency. However, the key is to stay active. Whether through consulting or non-profit work, candidates should avoid long gaps in their resumes.
If you are considering a major career pivot, the panel suggests that executive search firms may not be the primary resource, as they are typically hired to find candidates with specific, proven experience in a sector. Instead, alumni should lean on mentors and career coaches to translate their skills for a new industry.
Final Word: Tenacity Wins
The candidate who gets hired in 2026 is:
“The one who is tenacious… and doesn’t give up… is genuine and consistent in follow-up… and shows a lot of curiosity and hunger – that person will stand out and succeed.”
– Sarah Burley-Reid
Looking for ways to stay active between roles? Below are some freelancing platforms to investigate
https://cdo.som.yale.edu/resources/consulting-freelance-and-project-resources
